Search Results - exceptional bar

Blog Post: Tuesday Tip: Customer Service IS Key (From both sides of the Counter) #fail,#nofail: One of the first things that you really should concern yourself with as a new…; Added by Daniel J Smith at 8:57am on September 25, 2012

Blog Post: From Description to Application: Some Definitive DO's and DON'Ts: Here is part 2 of our series of posts on The Importance of Candidate Experience - from the job description to the application form, here is our list of DOs and…; Added by Emily Stevenson at 11:27am on April 5, 2011

Blog Post: Major Challenges for HR Leaders: The development of an effective leadership strategy is an important domain of activity for HR…; Added by Lucia Adams at 4:29am on January 4, 2019

Blog Post: 2014 Inc. 500: The Top 5 Fastest Growing HR Technology Companies

Photo credit: Inc.com…

Added by Courtney Byrd at 6:49pm on August 20, 2014

Topic: Living Without Money: so interested in your reactions to what he says. Living without money Posted by: "PK" s164gk1@yahoo.com s164gk1 Thu Jan 8, 2009 2:44 am (PST) Somebody wants to know "How to live without money". Boy! What a coincidence that this question came to be asked of me. Considering that I have lived most of my life without an adequate supply of the essential moolah, I must be an expert on this subject. From the last I can remember I have had to mooch and plan for even to most of banal things; even a cup of coffee. But by golly, was it fun? On the question of coffee or any other, essentially to mooch you have to have friends and in that I have enjoyed exceptional Grace of the Lord. Now my policy is that only fools buy them; whatever these things are. So here was my day planned out. Early morning visit to a friend and of course coffee and browse his newspaper. Then reach the office of another friend just in time for the most divine coffee again. And later if lunch could be fitted in, that would be fine but not as important as the coffee. The 4 pm coffee was the cup that required all my meticulous planning but I managed it for 25 years so I suppose I did well. Let me relate to you how planned my life without money. I bartered my knowledge of the French language by teaching at the local YWCA and received in return a bunch of bank notes which were exchanged for a bike and camera etc. Then I wanted to go to France as some friends invited me. So I bartered the camera and bike for new bank notes that were exchanged for an airline ticket. But I am not that stupid to blow it all off. So I asked an uncle to refer me to some family friends who gave me a bunch of pearls to explore a market for them in France. I gave those pearls away to anyone who would give me in return for a paper that would be legal tender for a new camera and some left over. Back at home I paid the friends for the pearls, bought a new bike and astonished everybody with my new camera; not to say with everybody wondering how I managed a trip abroad on my kind of income. But then I got tired of all this planning and I got married and my saga ends there. We then come to the original question of living without money. The questioner presumes: In olden days people used the barter system. If this is possible then black money from the system will vanish, hunger for amassing wealth will vanish, so many good things will happen. The poor deluded guy. Humans are humans. Nothing good can ever come out of their propensity to grab and accumulate. Nothing comes of nothing. Barter or not, nothing good will happen; of that I am certain. There is buyer and there is a seller. How intensely the buyer wants the seller’s product will decide the exchange rate and the level of fleecing; above or below the table. So let’s be pragmatic. Seriously speaking aren’t we missing something? What after all is money? If you are referring to gold mohurs and paper bank notes then they are just that. They are pieces of metal or paper. It could as well be sea shells. It is the value you give them that makes them what they are: an exchange rate valuation of goods, products and services. So this is the wrong way to study this subject. The point is that we have to give to get. We may think we are enjoying things free of cost, but are we really? Cash or kind, payment is always in the pipeline. You were not under the impression that I got all my coffees, scot-free? That would be the understatement of the year. I paid by doing odd jobs; being of service in some way or the other. It just happened that I do have some subjects of interest in which I am considered good and advice and help was in demand. And I gave it freely, after all free cups of coffee, meals and what-not did not come by out of the blue. So the long and short of it is: there is no living without money. Even my three year old daughter won’t give me a kiss without a bar of Cadbury’s chocolate. And about my wife’s payment schedule it would be best not to talk about it at all! Money is an optical illusion. Try to get a free cup of tea from a hotelier and you will see? Either you will pay in predetermined exchange rate via bank notes or else wash the dishes in his establishment! Thanks & Regards PK (Pradeep Maheshwari) http://groups.yahoo.com/group/the-four-mothers/ 011-41730043,skype:pradeepmahesh S-164,Greater kailash 1,N Delhi 110048 http://sites.google.com/site/pradeepmaheshwaris164gk1del/ http://sites.google.com/site/pkcentreforchange/Home http://pk.posterous.com/…; Added by Maureen Sharib at 11:37am on January 8, 2009

Blog Post: The Millennial… Coming to an office near you…: Phew, that was close. Too close for words. I was almost one of…; Added by Solutions Driven at 8:14am on February 16, 2017

Blog Post: Contingent Search - Still A Very Flawed Industry: No big news here. I often write simply to crystallize thoughts, so much so in…; Added by Skip Graham at 2:23pm on July 18, 2016

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

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