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Topic: Transcript - Talent Talk Cafe: Week of Nov 10th - William Uranga: Can HR Embrace Social Media: ollow and would appreciate any feedback to know if its something that we should continue to do. So, sit back, grab a coffee and enjoy the conversation! Don't forget to join us and participate in the live Chat each week on Tuesday's and Thursday's at 3pm ET / 12pm PT. Susan Burns So, William - take it away and lets hear whats on your mind with HR and Social Media 3:03pm William Well good afternoon to all you non-West Coast recruiting people 3:03pm Maren Hogan That's an illustrator graphic from a mac, I will shut up now 3:03pm Ben Yoskovitz Hi Susan ... and everyone else. 3:03pm William I had recently done a preso 3:03pm William on Social Media (sm) and HR 3:04pm William amazingly only 25% had read a blog 3:04pm William and only one other person in the audience of 70 wrote a blog 3:04pm William pretty stunning... 3:04pm Business Support by Mittie wow... 3:04pm William It's really encouraging to know that you folks are already distinguishing yourself from the rest 3:04pm Maren Hogan Dan Schwabel posted a stat that um, I think 70 or 80% of marketers (not HR I know) were using social media 3:05pm Susan Burns Wow - the # who had at least read a blog is lower than I would have anticipated 3:05pm Susan Burns William - what was the average age - approx, of the group? 3:05pm Business Support by Mittie that is a very good question 3:05pm William Great q: don't know would guess that they were mostly boomers 3:05pm Susan Burns HI Ben! 3:06pm Lance Haun that's not surprising 3:06pm William So I'd thought we could start off w/ collaborating on just what is Social Media - and come up with a definition. Any takers? 3:06pm William(hi, Lance) 3:06pm Maren Hogan Oh fudge, I hate definitiongs 3:06pm Maren Hogan no g 3:07pm William Let's making a working one... no wikipedia etc. 3:07pm Business Support by Mittie creating video advertisemnts for example, marketing that appeals to a younger demographic I think 3:07pm William How would you explain it to that HR audience I just had... 3:07pm Susan Burns virtual collaboration, sharing and content creation 3:07pm Lance Haun hmm, user driven 3:07pm Steve Levy SM - recruiting the way it used to be done before technology...meeting and greeting and developnig relationships 3:07pm Susan Burns Hi Steve! 3:07pm William Mittie... those are great examples of Sm. 3:07pm Rob Humphrey sure.. social media is content distributed by technology...the web..mobile phone...etc 3:07pm Business Support by Mittie thank you 3:07pm WilliamN ice Steve! 3:07pm Steve Levy calls, birthday cards, coffee chats 3:07pm Susan Burns Hey Rob! 3:07pm Ben Gotkin interactive, multimedia, transparent 3:07pm William(hi, Rob) 3:07pm Maren Hogan it's definitely two sided 3:07pm Maren Hogan or should be 3:08pm Rob Humphrey Hey Susan..everyone 3:08pm Business Support by Mittie Myspace is also an example 3:08pm William Great point Ben. It certainly isn't passive 3:08pm Susan Burns Maren - can you try and do a copy and paste again today - this willb e great to capture and I still cant get it with Firefox 3:08pm Rob Humphrey Social Media is not to be confused with social media marketing... 3:08pm William Yes, even marketing is abusing SM, eh, Rob? 3:08pm Business Support by Mittie I think I confuse the two at times myself 3:08pm Rob Humphrey umm they are trying to 3:09pm Maren Hogan shoot I will try Susan 3:09pm William So we have interactive, authentic/transparent 3:09pm Steve Levy SM marketing is about monetization 3:09pm Ben Gotkin creating community 3:09pm Recruiting Animal Don't worry I won't say anything. I just came to harrass William U with my presence 3:09pm Steve Levy as we use it, it is about creating relationships 3:09pm Rob Humphrey SM Marketing is not just about $ 3:09pm Susan Burns Hey RA - welcome back - its great to have you on TTC! 3:09pm William c'mon, Ani contribute... I can barely hear you... 3:09pm Steve Levy when Keleman says don't worry... 3:10pm Recruiting Animal I'm playing your music 3:10pm Lance Haun heh 3:10pm Ben Yoskovitz Social media is also "freer" - in the sense that more people are now capable of distributing their content / message. 3:10pm Jennifer McClure William - you shared a good definition of social media on twitter earlier. Are you gonna repeat that? 3:10pm Steve Levy Rob - abs but to far more it is 3:10pm Rob Humphrey The weapon of social media (so to speak) is being turned around and pointed at employers... 3:10pm Ben Yoskovitz It costs less to create and distribute. 3:10pm Recruiting Animal I know, Vin. It doesn't mean anything 3:10pm Rob Humphrey so much for "controlling your brand.." 3:10pm William So Ben's "community" vs Steve's "monetization" are those opposite or can those attrib work together in SM? 3:10pm Steve Levy they have to work together 3:10pm Business Support by Mittie they work together 3:10pm Rob Humphrey they work together sometimes 3:11pm Susan Burns Community and monetization can work together if there is a bi-directional value exchange 3:11pm Rob Humphrey depends what your goals are 3:11pm Lance Haun I think they can but it is trickier 3:11pm Lance Haun is that a word? 3:11pm Ben Gotkin they can, not necessarily important for recruiting though 3:11pm Rob Humphrey Ben--why not? 3:11pm Susan Burns Ben - maybe monetization in recruiting is a hire?? 3:11pm William So in recruiting, I usually hear of people "using" SM. Is that a fair generalization. If so does it run counter to true SM? 3:12pm Ben Gotkin Susan - possibly 3:12pm Ben Gotkin I'm wearing the corporate hat though 3:12pm Rob Humphrey no i dont think so... 3:12pm Steve Levy monet. in recruiting depends upon who is doing the recruiting 3:12pm Jennifer McClure I don't think so. No more than using a phone to communicate with someone. 3:12pm William Rob can you elab? 3:12pm Rob Humphrey well--it is a phrase that we latch onto 3:12pm Rob Humphrey and we think about FB LI etc 3:12pm Lance Haun is their an intrinsic value of SM to not use it to monetize or gain something? 3:12pm Lance Haun or is it a tool like anything else? 3:13pm Rob Humphrey when we should be thinking about how to really harness SM 3:13pm Lance Haun it is the latter to me 3:13pm Susan Burns An important distinction is wether or not your looking at it as transactional or as community - wich is nurturing relationships and creating value over time 3:13pm Kari Quaas It's a tool for me to connect with all of you fine people. Without it, I / we wouldn't be here. 3:13pm Rob Humphrey I had a video game client recently--the whole recruitment plan revolved aroun a SMM plan 3:13pm Susan Burns Hey Kari - welcome! 3:13pm William Good pt Susan. Intent becomes apparent pretty quickly 3:13pm Rob Humphrey versus tactics-- 3:13pm Steve Levy if ur creating value over time ur also creating val minute by ymin 3:13pm William(hi Kari) 3:13pm Kari Quaas hi all 3:14pm Ben Gotkin Susan - Or creating a conversation, building a brand, pushing out content 3:14pm Steve Levy meaning all steps are critical 3:14pm William Steve good point, but are recruiters patient to that end? 3:14pm Rob Humphrey A linkedin group is a tactic... not a strategy..for example 3:14pm Steve Levy most... NO 3:14pm Ben Gotkin LinkedIn Groups can be used strategically now... 3:14pm Susan Burns Rob - LI is part of a strategy and the site itself and actions on the site are tactics that support the strategy 3:14pm Jennifer McClure The recruiters who "use" social media just for recruiting typically aren't able to generate the relationships/following they need to get to the people they are trying to recruit 3:15pm WilliamSo let's run with Ben's spec ex. How have you used LI Groups? 3:15pm Ben GotkinLove it 3:15pm Rob Humphrey yes 3:15pm Susan Burns Hey Jennifer! Thanks for joining us! 3:15pm William Any one have examples? 3:15pm Jason Stark because they dont take the time to develop the relationship. they use it as if it is another job board and try and recruit candidates or sell to clients without taking the time to build the relationship which in the long run is much more important!! 3:15pm Steve Levy BG -which groups have been most fruitful for your searches 3:16pm Jennifer McClure I have a LinkedIn group with over 5k members in it. I've "used" it for personal branding, a bridge to establishing relationships, and a quick way to reach people I need to reach 3:16pm Ben Gotkin Any of the Big 4 3:16pm Ben Gotkin We have an alumni group for our firm that I administer too, good stuff there 3:16pm Steve Levy their affinity groups? 3:16pm Steve Levy sorry - already answered 3:16pm Ben Gotk incorporate or alumni groups, thousands and thousands of members 3:16pm William So would you guys say that LI Groups are more network (exchange of help) or communities? 3:16pm Susan Burns Ben - how do you interact with the group? What does content shared look like? 3:17pm Rob Humphrey network 3:17pm Lance Haun I would say network 3:17pm Rob Humphrey trying to be a community 3:17pm Jennifer McClure LI groups done well are definitely communities 3:17pm Carmen Hudson How do candidates want to interact with SM (from a recruiting standpoint?) 3:17pm Steve Levy becoming networks 3:17pm Susan Burns network - LI is missing too much functionality for it to be community! 3:17pm Ben Gotkin network, but you can also post content and start discussions there 3:17pm Susan Burns Hey Carmen - welcome to TTC! 3:17pm Rob Humphrey the community aspect is limited 3:17pm Carmen Hudson do they want to develop relationships, or are they looking for transaction-based communication? 3:17pm Rob Humphrey the dialogue component is in its infancy 3:17pm Steve Levy if they're candidates, they want access to peeps who will hire them 3:17pm Ben Gotkin Rob - true, but it's a start 3:17pm William Jennifer (hi) how are you using your LI group as a community versus a network? 3:18pm Rob Humphrey if you ask 1000 linkedin users they would say network 3:18pm Carmen Hudson Hey there Susan, William and everyone! Shout outs! 3:18pm Steve Levy Carmen - neither - I think they want shortcuts 3:18pm William(hey Carmen) 3:18pm Jennifer McClure Our LI group established a Yahoo group before LI added discussions to communicate, and we also have LIVE networking events. 3:18pm Lance Haun I agree with Steve, they want to touch base largely 3:18pm Lance Haun Do people connect to your group when they aren't looking for a job? 3:19pm Lance Haun I think thats the ultimate test 3:19pm William Ok, great example so there is more than a single online presence of your community 3:19pm Susan Burns LI is not dynamic - compare it to Twitter, Ning sites or FB and it is quite flat and transactional 3:19pm Carmen Hudson But I think LI is moving toward being dynamic, given the new app features 3:19pm Ben Gotkin LI is business focused though with 30M members. No other SM site competes with that 3:19pm Susan Burns ANd to Lance's point - would they tell a friend about your community because they think its a cool place to hang out and get/share info 3:20pm Jennifer McClure To build true relationships - you typically need to take it to an in-person interaction at some point. Otherwise, it's just an affinity 3:20pm Steve Levy Carmen - until they layoff more people 3:20pm Carmen Hudson tell ME about it! 3:20pm Business Support by Mittie I have a question excuse me if it isn't appropriate for this discussion 3:20pm Susan Burns Agree Carmen - but they have been really slow and the group manager tools are not there yet, let alone the community interface - would love to see them get it together 3:20pm Steve Levy susan - cost/benefit to add those features 3:21pm Carmen Hudson If they don't they will lose their core users -- only recruiters will be left, linking to other recruiters 3:21pm Susan Burns Jennifer - when u say in-person do you mean face time? 3:21pm Steve Levyless chance now that they having financial issues 3:21pm Rob Humphrey face to face is great 3:21pm Lance Haun yeah, exactly carmen 3:21pm Rob Humphrey but not common among recruiters...anymore :-( 3:21pm Jennifer McClure Face time or at least a phone conversation. I've developed some great friendships through social media with people I've not yet met, but when I do get a chance to meet them, the relationships become that much richer 3:21pm Rob Humphrey why not transcend LI Groups? 3:22pm Ben Gotkin recruiters are still a minority of users in LI. It continues to grow across all demographics 3:22pm Rob Humphrey use it as a feed to your community? 3:22pm Susan Burns Steve - could be a lot of benefit but I think they are running out of time and it will cost them more in the longrun to catch up 3:22pm Lance Haun Jennifer alludes to SM relationships not being as deep as ones developed over the phone or in person. That's part of the problem with relying on that strategy. 3:22pm Ben Gotkin Good article on LI demographics on AdAge.com this week: 3:22pm Ben Gotkin http://adage.com/digital/article?article_id=132300 3:22pm William What about other SM outposts... what else is everyone using? 3:22pm Ben Yoskovitz @Ben Gotkin: But LI makes a fair share of their $$ from recruiters, I'd say. 3:23pm Ben Gotkin Ben Y - I'm sure 3:23pm Jennifer McClure Blog, Twitter, Ning groups 3:23pm William... and how does this help you (as a recruiter) or even HR in general? 3:23pm Rob Humphrey William--there are many... 3:23pm Rob Humphrey Dont know where to start 3:23pm Kari QuaasE mployers who use Cool Works are using Facebook more to connect with their former and potentially future employees. 3:23pm Ben Gotkin Blog 3:23pm Steve Levy there are other forms of SM that peeps don't consider SM - less Web 2.0 than Associations 101 3:23pm Jennifer McClure The various SM options are tools to connect with people to begin developing relationships where it makes sense 3:24pm Kari Quaas And I should add that it's a small % 3:24pm Ben Gotkin Jennifer - Agree. Also to use to market your organization and build your brand 3:24pm Rob Humphrey I tend to mash up twitter, FB, Ning to make it easy for a community to grow --regardless of platform 3:25pm Susan Burns IF SM is done well - current, relevant content created in an authentic voice - it adds a personality dimension to the comp brand that cannot be created through other mediums - then the viral aspects take over and it riding the wave 3:25pm Jennifer McClure@Ben absolutely. Create a presence where people WANT to connect with you. Build authority & influence 3:25pm Ben Gotkin Amen 3:25pm William Rob are you trying to reach potential candidates or referral contacts? Or who else? 3:25pm Maren Hogan But people are really wanting you to give back as well. 3:25pm Rob Humphrey candidates.. 3:25pm Rob Humphrey very specific folks 3:25pm Maren Hogan You can't use SM to take take take and never participate or reach out to candidates 3:26pm Rob Humphrey for example MTV Games--Harmonix--game developers--super hard to find ppl 3:26pm William Beyond reaching contacts (to become candidates) or active candidates, what else are you using SM for? 3:26pm Jennifer McClure For example - if I were using social media correctly, I could get @Susan Burns to follow me on Twitter :) 3:26pm Rob Humphrey We used Standout Jobs to assemble all SM in one place 3:26pm Susan Burns RE SM - look at the power of the Groundswell with this election. Regardless of your political view - people connected, shared, influenced, engaged and got involed online and offline like never before to express themselves and participate 3:26pm Ben Yoskovitz@William I think you should use SM to develop your own brand / space within whatever industry you're in. 3:26pm Susan Burns uh oh! Jennifer - consider it done! What is your Twitter profile name? 3:26pm William great point, Susan. SM was used to not just recruiter, but organize people 3:26pm Maren Hogan StandoutJobs is a phenomenal tool 3:27pm Rob Humphreyhttp://harmonixmusic.standoutjobs.com/ 3:27pm Rob Humphrey It is Ben --u owe me for the plug!! 3:27pm Kari Quaas Great example, Susan! 3:27pm Ben Yoskovitz Blogging is still the #1 mechanism to carve out your own piece of the SM pie. 3:27pm Business Support by Mittie Being that there are so many people out of work, has recruiting been easier or more difficult? 3:27pm Rob Humphrey Harder IMO 3:27pm Jennifer McClure @CincyRecruiter 3:27pm Lance Haun I think it is more difficult 3:27pm Ben Yoskovitz Thanks guys (re: Standout Jobs) :) 3:27pm William Has anyone seen HR (versus just recruiter) us SM effectively? 3:27pm Rob Humphrey Easy to find people....hard to recruit! 3:28pm Ben Yoskovitz I think the downfall of SM for many is that they don't use it strategically. I think I argued that in the last chat too :) 3:28pm Lonnie McRorey I agree Rob 3:28pm Business Support by Mittie Really? Wow.... 3:28pm Lonnie McRorey MAny don't want to relo 3:28pm Lance Haun I haven't seen HR use SM effectively 3:28pm Susan Burns Hey - that's right Jennifer but I thought I was following @cincyrecruiter - checking again now! 3:28pm Lance Haun I'd love an example of a department just using it semi-effectively 3:28pm William Lance, I'd cite Dow Chemical... 3:28pm Jennifer McClure There are some good examples of HR using social media well - @Kris_Dunn and @YourHRGuy are doing well with establishing their brand 3:28pm Susan Burns William - use of SM by HR for internal or external? 3:28pm Rob Humphrey i have 2 examples 3:28pm Maren Hogan I always hear ppl talk about Ernst and Young 3:29pm Rob Humphrey smaller firms though 3:29pm Rob Humphrey I am sooo bored of hearing about E and Y - no offense 3:29pm Rob Humphrey and Google 3:29pm Ben Yoskovitz @Lance: Our best example is http://telecomjobsireland.ie - which is Ericsson. 3:29pm Maren Hogan And I think Chris Hoyt does a ton of stuff for ATT 3:29pm Maren Hogan but he is more recruiting focused, not sure if that counts? 3:29pm Ben Yoskovitz So that's at the divisional level, to answer your question. 3:29pm Jennifer McClure @Maren - but Chris is a recruiter - not HR. Right? 3:30pm William Right, we hear about Comcastcares or Zappos' CEO using Sm to reach their customers. I'm asking about HR using SM to connect with their own ppl 3:30pm Susan Burns So William - internal examples? 3:30pm Jennifer McClure I think HR's opportunity for using social media is in creating a personal brand, communicating their employment brand, and establishing community - which leads to recruits 3:30pm Ben Yoskovitz Ah...that's a good question. Something I'm very interested in learning more about. 3:30pm Rob Humphrey Viximo uses twitter for everything 3:30pm Maren Hogan Oooh, that girl that I interviewed at ERE. Her CEO made all the emplyees use twitter. 3:30pm Rob Humphrey internal 3:30pm William Yes. For example: Dow Chem was facing a huge braindrain 3:30pm Carmen Hudson dennis smith of wireless jobs does a good job 3:30pm Maren Hogan And they won a best small biz award too 3:30pm William 40% of their ee pop was 50+ yo and 3:30pm Susan Burns Rob - do they use it internally as well - examples? 3:31pm Rob Humphrey code updates etc http://twitter.com/viximoelves 3:31pm Rob Humphrey yes 3:31pm Ben Gotkin When I was at MITRE, it worked very well, but was only partially HR driven 3:31pm William had 10 or more years experience. 3:31pm Ben Yoskovitz I'm curious about companies building their brands internally - to promote back to employees. 3:31pm William So they had a prob. They collab'd and used a 3rd pty to create their own network: MyDow 3:32pm Lance Haun I don't think the most effective internal facing campaigns are 100% HR driven 3:32pm William The purpose was to connect employees + retirees + alum 3:32pm Rob Humphrey I diagree w Lance 3:32pm Rob Humphrey depends on who in HR is driving the bus 3:32pm Jennifer McClure @Lance - What's your opinion on how HR can best utilize SM? 3:32pm Ben GotkinSelect Minds is a big vendor in the corporate social networking space 3:33pm Ben Gotkin They work with Big 4, Consulting Firms, Law Firms 3:33pm William IBM has a software prod for SM: Lotus Connections 3:33pm Lance Haun If someone in HR is effective, they are going to get thought leaders in the co. to help create and drive forward initiatives internally 3:33pm Rob Humphrey thought leaders? 3:34pm Rob Humphrey what doe sthat mean? 3:34pm Carmen Hudson HR is viewed as the gatekeeper - employees (even recruiters) are afraid to use 3:34pm Rob Humphrey like if you are not a thought leader..you are a thought follower? 3:34pm Lance Haun people that are leaders regardless of titles 3:34pm Susan Burns Lance - do you believe that it would benefit HR to also assume the role of a thought leader, innovator, connector and visionary? 3:34pm Lance Haun no Rob 3:34pm William Lance... and able to sponsor, give weight to an initiative? 3:34pm Lance Haun that's my feeling...there has to be authenticity 3:35pm Jennifer McClure @Carmen - depends on the HR person. Let's not peg them all just like we don't all want to be tagged with negative perceptions of recruters - cause we're cool 3:35pm Susan Burns HR could build their own personal equity by being more transparent and seen more as the connector / enabler or people and business 3:35pm Lance Haun Susan, I believe visionaries inspire others to create and prosper 3:35pm Rob Humphrey Lance-I sense you picked up on my sarcasm... 3:35pm Business Support by Mittie that is so tru 3:35pm Lance Haun so yes, I think HR does that currently 3:36pm Lance Haun how well is debateable 3:36pm Lance Haun but I don't think they ever do it by themselves 3:36pm Jennifer McClure Anyone here other than @Lance representing HR pro's? 3:36pm William{crickets} 3:36pm Rob Humphrey sorta 3:36pm Kari Quaas I used to be an HR person and I wish I knew then, what I know now about SM. 3:37pm Rob Humphrey i would never take an HR role though...too stifling 3:37pm Susan Burns Agree that its not an either or but an AND,,,,,And I think HR could advance their image, credibility and strategic contribution to the org by transparently embracing SM 3:37pm Jennifer McClure @Kari - how would you have used SM as an HR professional? 3:37pm Kari Quaas My manager was one of the "afraids." 3:37pm Rob Humphrey I used to run global staffing for a few firms..i am reformed now 3:37pm William So how can we help our HR brothers and sisters catch the vision of SM? Any examples? 3:37pm Lance Haun I think the problem with HR is they rarely come off as authentic so it makes it difficult to participate well in SM 3:38pm William ouch, Lance. 3:38pm Lance Haun I'm not casting blame 3:38pm Kari Quaas Seeing how my former employer has connected with hires prior to them starting work was great. 3:38pm Jennifer McClure @Lance ow ow ow 3:38pm Kari Quaas Building a community before they got on site. 3:38pm Lance Haun that's perception, fair or not 3:38pm Rob Humphrey Its not a matter of whether HR WILL particiapte or not! 3:38pm Ben Yoskovitz I think that perception exists, in part, because when HR rejects people they rarely give the complete reason. 3:38pm Rob Humphrey they already are 3:38pm Maren Hogan I have to agree with Lance, they have so many people to please-- it's hard to build relationship 3:38pm Ben Yoskovitz I know I struggle when rejecting people that I'm looking to hire with how to phrase the reason, explain it, etc. 3:39pm Kari Quaas I also would have broadened our recruiting scope using SM. 3:39pm Lance Haun That's part of it Ben 3:39pm William True, but in the same way - Don't wait for Legal to define your corp SM policy. 3:39pm Lance HaunDon't let legal define any policy 3:39pm Ben GotkinTrue, we defined it at our firm for Legal and Marketing 3:39pm Lance Haunthat's my policy :) 3:39pm Susan Burns question - how manu of you trust the hr generalists that you've worked with? DO u believe things always stay confidential and that you received an authentic answer when needed? 3:39pm William Nice, Lance. Ben... how did that go? 3:40pm Ben Gotkin I had a senior director in Marketing in full support of our initiatives 3:40pm Jennifer McClure I spent most of my career in HR (shout out to the HR peeps) and I regularly tell peopel I would be a MUCH better HR person now with what I've learned through being active in SM. I think HR can LEARN here. Not just use. 3:40pm Ben Gotkin he 'gets' SM 3:40pm Maren Hogan Yeah marketing! 3:40pm Ben Gotkin Legal had no concerns with the policy we wrote 3:40pm William So a collaboration... nice... did they also help with other things beyond the policy to foster SM at your org? 3:40pm Kari Quaas Ditto what Jennifer said. 3:41pm Ben Gotkin We've carried most of the load, marketing has helped with some of the branding elements of our blog, alumni site, etc. 3:41pm Carmen Hudson @Jennifer - very true. However, I recently surveyed a group of local recruiters about their SM use. Many are afraid because of "HR or legal implications". The *perception* is that HR doesn't like SM. 3:41pm Susan Burns Ben - can u share the policy? 3:41pm Jim - medXcentral Sorry I'm late.. long call. What did I miss? 3:41pm Jennifer McClure @Susan - HR people are people. So you get with the HR folks what you get with the broader population. Some are trustworthy & authentic. Some are not. It's not about the profession 3:41pm William (hi Jim) 3:42pm Jim - medXcentral kidding.. looks like it's been busy. (hi william) 3:42pm Ben Gotkin Possibly, I actually pulled most of it from searches I found on the web 3:42pm Lance HaunCarmen, I think that's a fair assessment 3:42pm Ben GotkinGoogle 'blog policy' and you will find existing policies from organizations including IBM 3:42pm William @Carmen 2nd'd 3:42pm Kari Quaas I would have to agree that HR doesn't like SM most of the time. I hope that they'll get over this soon. 3:42pm Jennifer McClure @Carmen - True. HR doesn't like SM - because they haven't taken the time to understand it for the most part. We need to get some champions involved who can show others how to use it well. 3:42pm Maren Hogan @Susan, no way I can keep up with this 3:42pm Susan Burns Jennifer - but do you think it reflects negatively on the profession since theres a difft. expectation there? Maybe they should be bonded for truth, transparency and authenticity ;-) 3:43pm Maren Hogan I am sorry. Next time I will login to explorer to capture from the beginning 3:43pm William One of the things I'm doing is being a source of market info to the company and HR... I'm using sm to tell them what they should already know (and giving sm credit) 3:43pm Susan Burns @maren - you should be able to capture the whole thing at the end since u were on from beginning. 3:43pm Ben Gotkin What HR needs to understand is that our candidates demand authenticity, and that we as recruiters are not going to do anything in the SM space to hurt the organizatoin 3:43pm Susan Burns Ben had a trick last time - maybe he can get it.....Ben? 3:43pm Jennifer McClure @Susan - no more than the CEO should. :) 3:43pm Susan Burns I'll format it if someone can capture it 3:43pm Ben Gotkin Susan - I can give it a try 3:44pm Susan Burns cool - thanks Ben! 3:44pm Lance Haun I think HR has less of a problem with recruiters using than say another employee 3:44pm Jennifer McClure @William has a good point. As a recruiter - he's partnering with HR in his organization to help them understand SM. Maybe that's OUR role! 3:44pm Susan Burns @jennifer - exactly! HR can be the conscious of the org and be a strategic player and guide to enable people and biz 3:45pm Ben Gotkin Lance - That's why a specific policy is important, make the guidelines clear 3:45pm Lance Haun Ben - I think expectations need to be set for sure 3:46pm William @Lance, @Ben and I'd add resources.. 3:46pm William such as a central clearing place for information (some folks have a SM Mgr) 3:46pm Ben Gotkin What type of resources? 3:47pm Jim - medXcentral Are we talking about SM resources and the policy for using them as corp recruiters? 3:47pm Susan Burns @william - resource for managing community? If so, absolutely!!! Needs to be a community manager 3:47pm Jennifer McClure @Lance & @Ben - I like Zappos "guidelines" for SM that Tony quoted on his blog about the layoffs. Something about be real and honest. That's it. If you create a "policy" you feed into the perceptions about HR - rule makers/gate keepers 3:47pm Rob Humphrey gotta run thank u all this is great.. @rob_humphrey (twitter) 3:47pm William brand, marketing rich media... 3:47pm William stuff that will content wise better represent your org 3:47pm Susan Burns Thanks for joining TTC Rob! 3:47pm Lance Haun Jennifer - I don't think a policy is always needed 3:47pm Rob Humphrey Thanks Susan! 3:47pm Lance Haun depends on your goals 3:48pm Lance Haun I think what a lot of Corp HR people need to realize is that people are already talking about your company 3:48pm Lance Haun policy or no policy doesn't change that 3:48pm Susan Burns @william - do u think that HR / Recruiting can effectively manage sm and incorporate into existing roles or does there need to be a dedicated community manager? 3:48pm Jennifer McClure @Lance - I like the word "guideline" (that's HR-speak for policy) :) 3:48pm William comcastcares (a guy on twitter) coaches other sm'ers in his corporation 3:48pm William so HR or the person's mgr doesn't have to play thought police 3:49pm Kari Quaas @Lance - yep - they are talking about you 3:49pm Lance Haun I think it is more about setting expectations and not playing thought police past that 3:49pm Jim - medXcentral Depends on the size of the co. ... agreed? 3:49pm Kari Quaas I always believe that it is best to control your message. 3:49pm William Kari, right but in Comcast's example... most orgs will go top down and try to control 3:49pm Kari Quaas For some of our clients, their HR depts are just too small to do it. 3:49pm Jennifer McClure @Kari - you can never control the message. The point of using SM is to participate in the conversations that are already happening 3:50pm Susan Burns If there are clear guidelines the community can self organize and determine direction - that is a tough thing for a public or private company to allow to happen - but, they must support the communiites desires 3:50pm William...if you offer to help peer coach it's better received and minimizes concerns 3:50pm Kari Quaas Right, but at least your side is out there. 3:50pm Recruiting Animal William, that presentation you mentioned at the beginning. Who was in the audience? 3:50pm Lance Haun if you don't allow your good employees to use SM, only the bad ones will be posting about you 3:50pm William @Kari, Jennifer... great point with SM you cannot control the conversation, only help influence it 3:50pm Ben Yoskovitz @Kari: I agree. You can put out a message and participate, which is a form of control...at least you're there. 3:51pm William @RA HR folks (some recruiting too): http://www.slideshare.net/foghornboy/hr-and-social-media-influencing-the-conversation-presentation/ 3:51pm Recruiting Animal 70 losers, then. Thanks 3:51pm Susan Burns the word control is a bit scarry - nothing can be controlled with social media....it can only be influenced. 3:51pm Kari Quaas Yep. We see it all the time on our social network. The employees talk (A LOT). For good or bad, they talk. 3:51pm William @RA I love that you are so wishy washy about your opinions 3:51pm Ben Yoskovitz You want to promote your brand in a particular way, and that's reasonable. And SM is a great way to do it. 3:51pm Jim - medXcentral That's what scares the big co's. 3:52pm William @Susan, @Jim great points 3:52pm Susan Burns RE control - as soon as the community feels control or manipulated the value of what your trying to build becomes diluted. 3:52pm William @Susan because it ceases to be authentic 3:52pm Jim - medXcentral @Susan... 100% agreement. 3:52pm Ben Yoskovitz @Susan Fair, but playing a bit devil's advocate - influencing is a form of manipulation :) 3:52pm Susan Burns The whole idea of sm is to build a voice, play and influence - if it works the positive overshadows the negative. 3:53pm Ben Yoskovitz Some might argue that he (or she) who yells loudest wins. 3:53pm Susan Burns Ben - yes, influence could be perceived as manipulation - all depends on the intention = authentic voice and actions 3:53pm Ben Yoskovitz Whether through traditional means or SM. 3:53pm Lance Haun Ben - That's right. And actively encouraging your best employees to be actively involved in SM is big time manipulation 3:53pm Jennifer McClure @Ben - then @Animal is the clear winner right? 3:53pm Susan Burns @ben - yes, but the community should quiet the outliers - did I spell that correctly?? 3:54pm Susan Burns Thanks for the laugh @jennifer! 3:54pm Business Support by Mittie I have learned a lot today 3:54pm Kari Quaas Anyone see this article - http://www.time.com/time/business/article/0,8599,1842104,00.html? 3:54pm Kari Quaas It's about your online reputation. 3:55pm Ben Yoskovitz @Lance I don't have a problem with encouraging employees to participate in SM 3:55pm Jim - medXcentral @Lance how is that manipulation if it is what everyone wanted? 3:55pm Slouch William, thanks for doing this today 3:55pm Susan Burns @Lance - actively encouraging is not necessarily manipulation - if you force them yes - but if you invtite them, encourage them, help them see the value and even recognize them i don't see it as manipulation 3:55pm Lance Haun Ben - I said good employees? 3:55pm Ben Yoskovitz We rag on a few of our guys who don't blog :) Although at least one of them constantly argues that he microblogs... 3:55pm Lance Haun no ? 3:55pm Ben Yoskovitz What's wrong with encouraging them to use SM? 3:55pm Lance Haun it is one thing to encourage everyone 3:55pm Susan Burns Hey JD!! Awesome chat today - great topic by @williamu 3:55pm Ben Yoskovitz Isn't it the same as encouraging them to refer their friends? 3:55pm Lance Haun it is another thing to encourage people who you know will speak well 3:56pm Lance Haun how isn't that manipulation? 3:56pm Susan Burns @lance - do you take ALL employees to recruiting events or the good ones? I only took the best 3:56pm Ben Yoskovitz Once you've given them free reign to speak, they'll say what they want to say. 3:56pm Recruiting Animal Did someone say I'm the big winner. Hey I got a prize yesterday and there was no money invovled. What kind of winning is that? 3:56pm Ben Yoskovitz And I didn't say it wasn't manipulation. But we all want positive stuff said about us... 3:56pm Susan Burns RA - you won a luke warm cup of Toronto coffee ;-) 3:56pm Ben Yoskovitz We don't post testimonials on our corporate site that are bad. 3:56pm Lance Haun Susan - you take good ones but isnt that the manipulated perception of HR we all hate and that lacks authenticity? 3:57pm Jennifer McClure @Animal - you win our undying admiration and affection 3:57pm Recruiting Animal Lenin said that when the state withers away the people on the street will take care of the bad apples themselves. 3:57pm Jim - medXcentral nice 3:57pm Susan Burns I always thought of it as recongition for those that were top performers. There are many things that concern me about HR but that isn't one of them 3:58pm Susan Burns @Lance - I think that depending on how HR communicates it and speaks to those that want to be included, then yes, there could be issues - so I see more of what your saying with that 3:58pm Recruiting Animal @Jenny Money don't get everything that true. But What it don't get I cant uste 3:58pm Recruiting Animal use 3:58pm Ben Yoskovitz I think the challenge is that it's darn near impossible for corporations to be 100% authentic. Then again, I'm not sure ANYONE is 100% authentic all the time. 3:59pm Jim - medXcentral @Ben... agreed. 3:59pm Maren Hogan my 2 yr old is! 3:59pm Kari Quaas @ben true 3:59pm Ben Yoskovitz @Maren Are you sure? :) 3:59pm Jim - medXcentral @Maren ... from the mouths of babes 3:59pm Maren Hogan yep, Rocky is the real deal 3:59pm Ben Yoskovitz @Maren I swear my 4 year old is a master manipulator...although maybe that's his authentic self anyway. 3:59pm Lance Haun Ben - 100% authenticity isn't going to happen 3:59pm Susan Burns This has been a fabulous chat! 3:59pm Jennifer McClure @Ben - but if you're authentically unauthentic that's authentic - right? 3:59pm William From social media to socialism (Lenin). Alright - wow. Thx Susan for setting this up. Thx to everyone being so "shy". Great stuff. 3:59pm Recruiting Animal They're talking about the kids. Time to go 3:59pm Susan Burns William - do you have any final thoughts before we wrap? 4:00pm Maren Hogan the word authentic makes me think of pottery barn which is not authentic 4:00pm Lance Haun Maren - that's good branding 4:00pm Ben Yoskovitz @Lance: Right. So companies have a responsibility to put out their message - and the community provides a check against absolute stupidity from corporations. 4:00pm Kari Quaas Good stuff, thanks! 4:00pm Susan Burns William - you were fabulous! Great topic and guided us though a really fun, active and dynamic chat! 4:00pm William Social media is about being authentic, dialogue that's published... we need to help HR catch the vision of SM. 4:00pm Maren Hogan Just so Im clear, all I have to do to get Animal to leave is talk about my kids! Eureka! 4:00pm Business Support by Mittie I am really glad I found this site.... 4:00pm Lance Haun Ben - I agree. :) 4:01pm Jennifer McClure Have a great day everyone - and hug and HR pro while you're at it! :) 4:01pm Jim - medXcentral Keep it rolling. Does not have to stop now. 4:01pm Recruiting Animal I'll also leave if people start talking about their operations 4:01pm Susan Burns Thanks everyone! Don't foget Suzy Tonini this THursday on Talent Talk CAfe - her topic is Competitive Intelligence!…; Added by Susan Burns at 1:02am on November 14, 2008

Blog Post: Glossary for Tech Recruiters (Java is not JavaScript)

I am happy to share a brief glossary for Tech Recruiters. I…

Added by Andrew Stetsenko at 2:56pm on February 4, 2016

Blog Post: How to Structure an HR Team of Any Size

Added by Lauren Adley at 10:25am on August 22, 2019

Topic: BOUNTYJOBS COVERS UP FOR TALENT ACQUISITION REPS OF THEIR CLIENTS AND ALLOWS THEM TO FILL THEIR DATABASES FOR FREE!!!: his experience has also proven to be as awful as the first. I would like to know if anyone else has had a similar experience with Bountyjobs. In my first experience, I was working on a position for a client in Iowa. This was a Sr. Purchasing Manager position. I submitted several qualified candidates for this position via Bountyjobs. My point of contact was as usual, a Talent Acquisition Rep for the client with the open position. I found that this Rep was very unresponsive, and ignored messages via the Bounty Wall and Candidate Wall. This is the preferred method of communication, for Talent Acquisition Reps, an in a few moments you will know why. I submitted 6 candidates for this position, before actually filling it. However I did not fill the position, by sending the candidate via Bountyjobs and communicating with the client via the site. I repeatedly requested feedback on submittals of candidates, due to the fact that all candidates were interested in the role, and wanted to know if there was interest on the client side. After repeatedly being ignored by the Talent Acquisition Rep via Bountyjobs, I began emailing the Rep to request feedback. All emails were also ignored. After about a month, I received an email from TA stating that a phone interview was requested on one of my candidates. luckily, that candidate was still available and interested. The candidate did the phone interview, and called me right after, very excited, stating that it went well. After a week, I reached out to see if there was feedback on the candidate via email as well as via the candidate wall on the BJ site. No response. None at all! After another week of the candidate calling and requesting feedback, I tried reaching out again, no response. I finally asked the name and contact information of the Hiring Manager that interviewed the candidate, and reached out to him. He provided feedback, stating that the candidate was not quite a match for the position. After doing that, the same day, I asked the HM if it was okay to send him the other candidates that I submitted via BJ to him directly, and he said that was fine,because he really needed to get the role filled. I sent over all 6 candidates, only to find out that after a whole month of sending candidates, the HM had only seen 1 of the candidates I submitted. Subsequently, one of the ones he had not even seen, that I submitted via BJ, got the position and is still employed with the client to this very day. After I filled the position, the TA called in and complained to BJ that I was "aggressive" and that she did not want to work with me again. That was okay with me. Second horrible situation. I submitted a candidate via Bountyjobs to UTC Aerospace Systems for a position in Troy, OH. Candidate was not hired for that role. However a month later, this same candidate gets hired for a position with Pratt & Whitney. in Columbus, GA. Pratt & Whitney and UTC Aerospace Systems were basically the same company. They were both under United Technologies. Under Bountyjobs guidelines, if a candidate is hired within 6 months by a client, even if they did not get the original position they were interviewed for, the firm that submitted the candidate, is owed a fee. So I reached out to the HR Department at Pratt & Whitney in Columbus, GA, and explained the situation to the HR Manager. The manager told me flat out, "we do not owe you a fee, because we are not UTC Aerospace Systems and we do not use Bountyjobs" After this I reached out to Bountyjobs regarding the situation and Jeff Pacyna (Enterprise Account Specialist with BJ), stated that a fee was owed. He stated that he would get Chris Mason (VP, Customer Success with BJ), involved to get the matter resolved. Chris Mason reached out to me and requested that I not reach out to anyone at UTC regarding this matter, because they would get things taken care of. I waited over a year to be paid that fee, which was about $16k. Once a fee is owed, it is supposed to only take 60 days to get paid. But this one took over a year. I had several conversations via email and telephone with Chris Mason over the course of a year, with him assuring me that the matter was being handled. Chris Mason said that he had been in contact with UTC and that things were being handled. However I still had not received the fee. I finally reached out to the Director of Talent Acquisition at UTC. Chris Mason did not know I was even connected to this person. This contact checked into things and revealed that no one at UTC knew anything on this matter, which meant that Chris Mason lied to me for over a year regarding this situation. I finally had to threaten Chris Mason, to go public with this information, and in about 5 days, payment was received. During that year, I suggested to Chris Mason, that Bountyjobs just pay the fee that was owed to me, and handle their own collections with UTC. However, he stated that BJ does not pay out fees until the client pays BJ. I felt that maybe he did not want to hurt their relationship with UTC, and that was not my desire either, because I had built great rapport with UTC, and placed many candidates with them, so hurting the relationship would not benefit me in any way, however I still needed to be paid. After receiving the information from UTC, I called Chris Mason and told him what I found out. He denied everything of course, but offered to pay me 10% of what was owed to me, until the entire fee was paid. I turned it down, because I waited over a year. A year in which he lied to me repeatedly regarding this matter. I told him that if the entire fee was not paid within 5 days, I would go to NYC, where Bountyjobs is located and stand outside one of the local TV Stations, and that I would not leave until someone let me in to tell my story. Needless to say, I received the fee a few days later. About a week after, I was called by Chris Mason to state that UTC no longer wanted to do business with me, and that I was being removed from the BJ site. I did not care at all, because, if they were willing to allow this company to do something like this, I no longer wanted to deal with BJ anyway. Third horrible situation. I was engaged on a Procurement Manager position for Harris Corporation. Position was in California. My point of contact was not a Talent Acquisition Rep, he was a contract recruiter working for YOH, name Vinay Singh. Vinay called my office one day, after i submitted a candidate. He was very rude, and asked if we were even speaking to the candidates that we were sending because all of them were way off the mark. He was so rude that I ended up hanging up on him. By this time, I had already submitted 4 candidates, and by the way, one of my candidates got hired. But not after Vinay went into BJ and rejected all my candidates, and closed out the job order in the BJ system. However, the candidate that was eventually hired, was doing interviews with Harris Corporation all along. The candidate called me after an onsite interview to let me know how things were progressing. So I sent Vinay an email to ask why the candidate was rejected in BJ, and Harris was still interviewing this candidate. He never responded, But later that say, I received a call from BJ, stating that Vinay called to complain, stating he felt threatened when I spoke to him via telephone, which was totally untrue. He knew that I caught him trying to do what we as recruiters refer to as a "Back Door Hire" My candidate called me that afternoon stating that Vinay Singh told her that if she kept communicating with me it would "hurt her chances at getting the position" These were his exact words. I couldn't believe this. All the while Bountyjobs is threatening me, stating that if they keep getting complaints I will be removed from the site. Despite the fact that I had proof of what he was doing, because the very candidate that Harris was about to hire, was showing as rejected in their system. So I reached out to the HM at Harris and explained all of this to him. He in turn, reached out to the TA Director with Harris and explained what Vinay Singh was attempting to do. The very next day, Vinay Singh opened a duplicate of that same position, and BJ reached out to me stating that I needed to re-submit the candidate to BJ. My candidate was eventually hired. BJ gave me NO support, in fact, they claimed that I was attempting to hurt their relationship with Harris Corporation, even after knowing all of what I speaking about here. So they basically took the side of the TA, even though I caught him red-handed, trying to steal that fee, and showed BJ the proof. BJ gets a percentage of all fees, so I explained to them that if the fee was stolen from me, it was being stolen from them as well. However they did not care one bit. Fourth horrible situation. After Bountyjobs kicked me off the site, I went and pitched Harris Corporation directly, and was awarded a Direct Placement Agreement with their company, and no longer had to go through Bountyjobs. I began submitting candidates to them directly. A few months in L3 Communications merged with Harris Corporation, and they are now called L3Harris. After they merged, a few weeks later I was notified that all outside recruiters would have to work through Bountyjobs. Any recruiting firm that had a current contract agreement with Harris, would be given a login, to engage and work on their positions. I did not like this, but really had no choice. All external firms that had a current contract were given "Preferred Vendor" status in BJ, and instead of BJ taking their usual 25% of the fee, "Preferred Vendors" only have 3% of their fee taken by BJ. Again, working with BJ turned out to be another nightmare. Our point of contact are now, talent Acquisition Reps for L3Harris, and it's much of the same. Ignoring requests for feedback on candidates submitted. Candidates being interviewed, without the knowledge of the firms that submitted them. Complaining to BJ when we email the TA Reps is HUGE. However these same TA Reps email us all the time requesting interviews with candidates, etc. But when we email them, due to their lack of response, they call and complain to BJ, stating that they want all communications with outside firms to be via BJ. However I have seen them not even log into BJ for weeks at a time. While candidates are calling and asking for feedback. Clarissa Wiley with L3harris is a prime example and there are others. Clarissa will email about a candidate she is interested in having do a telephone interview with a HM. Candidate does phone interview, and then you hear NOTHING. No email responses, no responses in BJ after repeated attempts, etc. Then, when you send an email, after she has no problem emailing you about something she wants, trying to get feedback, she "only wants contact via BJ". Looks very strange huh? Well before I wrap this up, you will know exactly why. In BJ, there is a feature called "taking a flier". This is where you can actually pay a fee to BJ, to have a candidate submitted to a position, even when a TA will not engage you on a position. Last month, I tried to get engaged on a Sr. Electrical Engineer position in Northampton, MA, however AMBER HEINLEIN (TA AT L3HARRIS) refused my engagement request. So, I "took a flier" and paid about $30.00 of my own funds to submit a highly qualified candidate. After submitting this candidate, I waited a week to see if there was any feedback. My messages were completely ignored. Then after about another week I tried messaging AMBER HEILEIN again via BJ. She responded "no interest, thanks!" I responded asking if there was any feedback on where this candidate fell short and never received a response to this day. I knew how good this candidate was for that role, so I became suspicious. I honestly did not think she even submitted the candidate to the hiring manager. I was looking through my linkedin.com contacts, and realized that I was connected to the person that appeared to be the Hiring Manager for that position and I was right. We were connected. So I sent over my candidate's information to him via linkedin.com, and he replied with interest. He responded that he had NOT seen that candidate's information before. So it was just as I thought, she had never even submitted him to the HM. All after I paid my own funds to submit the candidate. What recruiter in their right mind, is going to pay to submit a candidate, already knowing that the candidates' information will not even reach the Hiring Manager? I don't know any recruiters that stupid. However, I did not mention to the HM, that I had already submitted this candidate. The next day, I get an email from AMBER HEINLEIN, stating that I am to stop messaging the HM on linkedin.com immediately. However linkedin.com is a public forum, and I can communicate whoever I want, and they are free to communicate with me. Later that day, I get a call from Bountyjobs, as expected. The rep at BJ states that AMBER HEINLEIN is complaining that I am emailing her and that she wants all communication to go through BJ. However I NEVER emailed her, that was a lie. I never even responded to the email she sent me telling me to stop messaging the HM. It's funny, when I got the call from BJ, I asked the Rep at BJ, t produce an email that I sent to AMBER HEINLEIN and she couldn't. It;s also funny I asked her if AMBER HEINLEIN said anything else about why she was complaining and AMBER HEINLEIN mentioned nothing about the linkedin.com situation. I assume what happenedcis that the HM has to go through AMBER HEINLEIN to schedule candidates for interviews, and when he approached her about the candidate that she NEVER SUBMITTED TO HIM, AFTER I PAID TO HAVE HIM SUBMITTED, she got pissed. Which means that not only does Bountyjobs take recruiters' money to have candidates submitted and in many cases the candidates NEVER reach the hiring managers. They also are used to cover up these types of things that the TA's are doing. It's almost like extortion. They threaten to kick you off the site for basically doing your job as a recruiter. What is going on is that the higher ups in Talent Acquistion with the clients do not know, or do not care what theses reps are doing with these Bountyjobs logins. Or, the TALENT ACQUISITION REPS DO NOT WANT EMAILS FROM EXTERNAL, RECRUITERS, SO THAT THERE IS NO INFORMATION TRAIL ON HOW THE RECRUITING IS BEING HANDLED. Let's be honest here, if they were actually doing their jobs, they would not need external recruiting firms in the first place. But from situations like this, i can see why jobs are staying on client's job boards for extended periods of time. ALL IN ALL BOUNTYJOBS IS AN ORGANIZATION THAT HAS SOME VERY SHADY PRACTICES!! AND I AM CERTAIN I AM NOT THE ONLY PERSON WHO'S HAD THESE TYPES OF EXPERIENCES WITH THEM!…; Added by Tony Marshall at 7:32pm on May 19, 2020

Blog Post: Organizational Culture: what is it & how to build one [2022]: We could not stress enough the value of a strong organizational culture, especially in the current…; Added by Phil Strazzulla at 11:38pm on November 6, 2022

Blog Post: How To Recruit On LinkedIn: Added by Ninh Tran at 3:52pm on May 23, 2016

Topic: Fifteen (15) Open Positions | Open to Splits: jwallace@bearITstaff.com | Joseph Wallace, VP of Technology / Principal Engineer |: ong Windows 2000/2003/XP system administration skills; experience with Active Directory and security hardening of Windows systems • Additional experience with RedHat Linux EN4 & EN5 and/or Solaris 8 & 10 desired. • Knowledge of server virtualization technologies desired. • Knowledge of Centrify Direct Control or Vintela VAS, and VMware desired. • Knowledge of advanced application server configuration including performance tuning, clustering, etc. • Basic knowledge of relational databases desired (Sybase, MySQL, Oracle, and Microsoft SQL). • Basic knowledge of networking concepts and protocols (SNMP, TCP/IP, ftp, NFS/Samba, etc.) • Experience with Symantec/McAfee Antivirus Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 2. Title: Software Integrator (Active TS/SCI Needed) Skills: SW integration, Systems Integration Location: Baltimore, MD Position Type: Full-time / Permanent Job Description: Experienced SW integration and test, ability to write and modify Unix scripts (Bourne, C, Korn, others) and Windows scripts; excellent troubleshooting skills; familiarity with Unix and Windows; additional familiarity and understanding of Web Services, Oracle, and Sybase a plus. Knowledge of the SIGINT domain and SIGINT COTS/GOTS is a plus (GALE, SOAP, CETS, NCCT, S3B, and ONEROOF). Responsibilities include the integration of software products and applications. Preparing COTS/GOTS packaging for builds, coordination of the builds with the partner and answering the partner's questions. This person must also provide build, integration and partner status to IPT leads as well as work with the other IPTs/Working Groups as necessary. This is a hands-on position with integration and lead responsibilities and also includes maintaining integration documentation. Compensation is commensurate with experience. Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 3. Title: Database Engineer (Active TS/SCI Needed) Location: Baltimore, MD Position Type: Full-Time / Permanent Position Description: The DCGS-A program is developing a Service Oriented Architecture bringing together over 15 Oracle, Sybase, MS SQL Server and MySQL databases running on Linux and Windows. DCGS-A needs talented, experienced database engineers who can take an idea, run with it, and see it all the way through to completion. Our database engineers support the following activities: • Support data integration efforts • Develop security hardening, auditing, and maintenance scripts • Analyze performance at the OS, database, and SQL level, including trace file analysis • Assist application developers with database problems • Upgrade and apply patches to databases • Minimum of 6 years of experience developing, administering and troubleshooting Oracle or MS SQL Server databases Minimum of 2 years of experience working with Oracle in a Linux or Unix environment, including shell scripting and analysis of CPU, memory, and disk bottlenecks. Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 4. Title: Software / Systems Integrator (Active TS/SCI Needed) Location: Baltimore, MD Position Type: Full-Time / Permanent Position Description: • System administration knowledge of Unix, Linux and/or PC based platforms; knowledge of server virtualization technologies • Integration and Troubleshooting of COTS/GOTS packages and custom designed software on a variety of workstations, networks and communications equipment. Experience with the integration and troubleshooting of large-scale systems including: o Integration of J2EE/Web Services applications in the following web technologies: BEA Web Logic, WebSphere, JBoss, HTML, JSP, JavaScript, and Web services. o Troubleshooting applications involving a wide variety of programming & scripting languages (C, C++, Java, Perl, UNIX shell scripting and Visual Basic). o Integration of automated solutions for packaging and deploying software (InstallShield, Altiris, Wise, WLST, etc.). • Basic knowledge of relational databases desired (Oracle, Sybase, MySQL and/or Microsoft SQL). • Basic knowledge of networking concepts and protocols (SNMP, TCP/IP, ftp, NFS/Samba, etc.) • Knowledge of advanced application server configuration desirable, including performance tuning, clustering, etc. • Experience with collaboration tools (IBM Sametime, InfoWorkSpace, NetMeeting, Psi Jabber, Wildfire EIM server, Trillian IRC client, Outlook) • Attention to detail and excellent troubleshooting techniques • Ability to support short-term travel (1-2 weeks) is a plus (not necessarily a requirement). Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 5. Title: Software Security Engineer (Active TS/SCI Needed) Location: Baltimore, MD Position Type: Full-Time / Permanent Position Description: The candidate will be responsible for: 1. Evaluating the system impact of all security related vulnerability analysis for the creation of Software Change Requests & Software Problem Reports (SCRs/SPRs) for all product lines across the Windows, Solaris, and Linux operating systems. 2. Ensuring the SCRs/SPRs are implemented as scheduled. 3. Ensuring applicable documentation is updated and/or applicable information is disseminated to the Information Assurance group. 4. Providing weekly status reports, as applicable, to various managers. Other responsibilities will include: • Maintain database of security assessment information (working with Information Assurance group) • Assist in identification of test bench needs to facilitate security development and verification • Assist in the mentoring of engineering personnel on security awareness in software design, implementation and testing Technologies involved (willingness to learn): • Networking and operating systems security (Windows 2003, XP, and Vista, Solaris 8 and 10, RHEL 4 and RHEL5, VMWare, Group Policies, Firewall/DMZ, Intrusion Detection Systems, JEDI, system auditing and collection tools (Event Tracker), anti-virus products, file integrity tools (tripwire/aide/WhatChanged), etc…) • Application Security (Java/J2EE, C++, .Net, Database, Web Services, etc…) • Scripting languages used for implementing security settings and tools: (Unix Shells, Perl, VBScript, etc…) • Security assessment tools (CIS, DISA Gold, Retina, SECSCAN, nmap, etc…) • Others (PKI, LDAP, DNS, Active Directory, Authentication & Authorization, Single Sign-on, Security Patch Management, etc…) Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 5. Title: Senior Technology Professionals (Active TS/SCI Needed) Location: Baltimore, MD Position Type: Full-time / Permanent Job Description: We have a number of opportunities for senior technologists at one of our client sites in Baltimore, Maryland. We are looking for mature, seasoned, senior technology professionals who are able to work within a large, mature organization. Candidates must have software or systems engineering background, and be familiar with service oriented architecture (SOA) and/or large scale systems integration principles. The candidate must be familiar with working with developed software, and integrating commercial off-the-shelf software packages. Experience with traditional system / software development life cycles as well as Agile development methodologies is vital. Exposure to and understanding of all aspects or specific aspects of the development life cycle (e.g., engineering, design/development, test/integration) is important. Use of automated design, development, and test tools is also desired. The candidate must be able to work across all parts of the organization, develop a strategy and plan for the adoption and integration of the new test methodology, and coordinate the implementation with senior management and organizational leaders. Critical Skills: (Any or all) • Requirements Analysis and Design, data mapping, etc.; • Design Tools (e.g., Rational RSM, ALER, etc.); • DODAF Artifacts development; • Service Oriented Architecture and familiarity with Java implementations; • Familiarity with heterogeneous data environments, data adaptors, and working external content providers; • Architecture experience with distributed systems; • Java development experience; • Various Java Frameworks (e.g., J2EE, JBoss, etc.); • Web services, portals / portlets, SOA integration experience; • Automated test tool experience (planning and execution) at both the user keystroke and interface/WSDL levels; • Test execution; • Test script development; and • Systems / architecture design of large scale distributed systems. Specific Opportunities: • Integration & Test Lead • Software Development Lead • Software Architect • ILS Deputy / SI ILS Lead • Integration & Test Engineers • Systems Engineers • Proposal Team Support. • Technical Volume Team Support Corporate benefits include: • 401K; • Family medical and dental with minimal employee contribution; • AFLAC; • 20 Paid Time Off Days; and • 10 paid holidays. Interested candidates MUST possess an active TS/SCI clearance. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 6. Title: Senior System Architect/Engineer (Ability to obtain TS/SCI Clearance) Location: Conshohocken, PA (zip code 19428) Job Description: THIS POSITION HAS BEEN FILLED. 6/29/09 Joseph Wallace We have an immediate need for a Senior System Architect/Engineer to work at our Conshohocken, PA customer facility. In this position, you will be responsible for providing system architecture and engineering support to the GCCS-I3 program, and directly to the GCCS-I3 Lead Engineer. Your duties will include researching current and future technologies to advise on GCCS-I3 future architecture decisions, and be able to brief government agencies (including DISA, DIA, JDISS) on technical aspects of GCCS-I3. Your duties will also include system architecture, design and development of prototypes, translation of functional requirements into technical requirements, peer reviews of design/code, and general assistance to developers with design, development, testing, delivery, and support. The following are the Basic Qualifications for this position: Candidates must be US Citizens who are eligible to obtain a Top Secret/SCI security clearance. A Bachelor Degree and a minimum of 8-11 years experience in design and architecture, as well as Java, JavaScript, JSP, XML/XSLT, JMS, J2EE, EJB, web service, and relational databases is required. Candidates must have extensive knowledge in software design and development concepts, practices, and procedures utilizing Java/Web/Web Service Technologies, and excellent personal interaction and communication skills. Semantic Web technologies (RDF/RDFS++/OWL-Lite), RESTful web services, and WebLogic is a plus. Experience with automated test frameworks and JUnit are also a plus. U.S. Citizenship is required. Clearance Level: Ability to obtain and retain a Top Secret/SCI security clearance. Travel Requirements: 25% of time, to locations such as Washington, DC, and San Diego Corporate benefits include medical and dental with minimal employee subsidies, 401k, AFLAC, 20 Paid Time Off days in addition to 10 holidays. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 7. Title: Software / Systems Architect (Active Secret Clearance Needed, TS/TSCI Desirable) Location: Baltimore, MD Position Type: Full-time / Permanent Position Description: We have a number of opportunities for senior technologists at one of our client sites in Baltimore, Maryland. We are looking for mature, seasoned, senior technology professionals who are able to work within a large, dynamic organization. Candidates must have a software or systems engineering background, and be familiar with service oriented architecture (SOA) and/or large scale systems integration principles. The candidate must be familiar with working with developed software, and integrating commercial off-the-shelf software packages. Experience with traditional system / software development life cycles as well as Agile development methodologies is vital. Exposure to and understanding of all aspects or specific aspects of the development life cycle (e.g., engineering, design/development, test/integration) is important. Use of automated design, development, and test tools is also desired. The candidate must be able to work across all parts of the organization, develop a strategy and plan for the adoption and integration of the new technologies, processes, and tools, and coordinate the implementation with senior management and organizational leaders. Interested candidates MUST possess an active Secret clearance, TS/SCI desirable Critical Skills: (Any or all) • Requirements Analysis and Design, data mapping, etc. • Design Tools (e.g., Rational RSM, ALER, etc.) • DODAF Artifacts • Service Oriented Architecture and familiarity with Java implementations • Familiarity with heterogeneous data environments, data adaptors, and working with external content providers • Architecture experience with distributed systems • Java development experience • Various Java Frameworks (e.g., J2EE, JBoss, etc.) • Web services, portals / portlets, SOA integration experience • Systems architecture and design of large scale, distributed systems Corporate benefits include: 401K, Family medical and dental with minimal employee contribution, AFLAC, 20 Paid Time Off Days in addition to 10 holidays. +++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 8. Debugger Developer Enhance, test and debug GDB-based debugger for an advanced, highly dense multi-core architecture. Qualifications • 1-3 years experience with GDB internals, especially with the server side of the GNU debugger • BS or MS in Computer Science/Engineering • C/C++ and Linux/Unix experience • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Flexibility and willingness to adapt easily to evolving requirements • Ability to work independently to solve difficult problems and implement solutions +++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 9. Cluster Management Software Developer Design, implement, test and debug a highly reliable, distributed system. Qualifications • 3-5 years experience developing applications with a background on system software and/or distributed systems • Familiarity with BSD sockets API or distributed systems • Proven experience designing scalable and reliable software, and with parallel file systems • BS or MS in Computer Science/Engineering • C/C++ and Linux/Unix experience • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Flexibility and willingness to adapt easily to evolving requirements • Ability to work independently to solve difficult problems and implement solutions ++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 10. Control and Monitoring Software Developer - Contractor Design and implement a comprehensive suite of control and analysis tools whose aim is to monitor and maintain the proper health of a large-scale computing system. Qualifications • Proven full software development life cycle experience • 3-5 years experience developing complete applications in C/C++ • Proven experience developing C/C++ database applications using a major DB API: MySQL, PostgreSQL, dBase, DB2, SQLite, eSQL, etc. • Proven experience developing GUI interfaces in C/C++ with a major GUI package: wxWidgets, Qt, GTK+, MFC, etc. • Proven experience writing applications from algorithms and/or numerical recipes • BS or MS in Computer Science/Engineering • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Flexibility and willingness to adapt easily to evolving requirements • Ability to work independently to solve difficult problems and implement solutions ++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 11. Software Technical Support Engineer In this position you will focus on diagnosing, reproducing and fixing software issues. Additionally, you will be responsible for developing tools as needed to improve software development process. Responsibilities You will: • Serve as the first level of customer interaction for software bugs • Create reproducible test cases, file bug reports, and initiate delivery of fixes • Design and develop software tools (applications and scripts) to improve software development process Qualifications • Background in programming using C/C++ programming languages • Background in script languages: BASH, Python, Perl, etc. • BS or MS in Computer Science/Engineering • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Flexibility and willingness to adapt easily to evolving requirements • Ability to work independently to solve difficult problems and implement solutions +++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 12. Software Integration Engineer In this position you will integrate system software with a unique large-scale supercomputer hardware at customer sites. This includes installing system software stack, being principal point of contact with the customer, assisting the customer with programming techniques, performance enhancements, problem identification and resolution. Qualifications • System software installation experience • Extensive experience with scripting languages • Background in programming using C/C++ programming languages • Understanding of very low-level interactions between hardware and software • 1-3 years of operating system or numerical analysis experience • Ability to respond to changing customer priorities • Experience maintaining clear and detailed logs of system status, errors and hardware/software changes • Ability to travel to customer sites • BS or MS in Computer Science/Engineering • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Ability to work independently to solve difficult problems and implement solutions ++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 13. Software Testing Software Tester Design, implement and execute test plans for various components of system software. Qualifications • 1-3 years experience with white and/or gray box testing. Additional experience in other areas of software testing is considered a plus. • Proven experience understanding product requirements and functionality, in order to design appropriate test plans and test cases to verify features and functionalities • Proven experience reading, understanding and analyzing other developers' code (primarily C/C++) • Ability to identify bugs through systematic testing • Proven experience with scripting languages and other automation tools • BS or MS in Computer Science/Engineering • C/C++ and Linux/Unix experience • Computer architecture oriented • Strong analytical and problem solving skills • Good written and verbal communication skills • Ability to work in a fast-paced, schedule-driven environment • Flexibility and willingness to adapt easily to evolving requirements • Ability to work independently to solve difficult problems and implement solutions ++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 14. System Administration Junior System Administrator Manage Linux, servers, multi-user compute notes, and Windows on personal workstations. Primary duties • Install and update hardware and software, perform routine maintenance • Evaluate, test and install hardware and software updates. Write or modify simple shell scripts. • Coordinate procedures with software engineers to minimize impact on their work environment. Maintain current knowledge of system administration best practices. Under supervision from Senior System Administrator, implement and maintain best practices in backup, user administration and security. • Monitor availability of external resource and act as first contact for outages. As time permits, assist Senior System Administrator in upgrading systems, system performance and procedures. • Other duties as assigned Required skills • 3-5 years experience in Linux/Windows administration, preferably on multi-user systems • 2-3 years experience with/knowledge of RPM-based package management • Bachelor's degree in Data Processing or equivalent, plus experience in a business/commercial environment • Background in Red Hat Enterprise Linux, preferably system administration • Familiarity with shell scripting and at least one other scripting language • Experience with installing and updating anti-virus software • Hardware knowledge sufficient to do first-level troubleshooting, installation of new devices, memory upgrades, etc. • Familiarity with networking hardware and terminology • Ability to work with end users of varying skill levels • Customer service skills • Organizational capability • Detail oriented and good at executing tasks on schedule despite distractions Desired skills • C, C++, and/or Python programming skills • Ability to create spec files and source rpms • Knowledge of additional Linux distributions • Experience providing reliable services to demanding clientele • Experience with imaging and image distribution • Database administration +++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++ 15. Technical Writing Technical Writer - Contractor The primary deliverable for the position is technical manuals based on oral and written content from systems software engineers. The programming manuals will be used as the primary reference manual for our customers who are also very technical high-performance application programmers. These manuals are also intended to be used by the administrators of the system software, and therefore will also address ordinary day to day tasks and troubleshooting methods. Responsibilities In this position, you will be delivering a variety of documents such as application notes, user guides, and developer manuals ranging in size from 1-100+ pages. Your responsibilities will include but not be limited to: • Interacting with engineers, managers and teams working on advanced system software development under challenging release schedules • Responsible for the technical writing on a user-focused documentation of software products • Defining and applying required styles correctly and editing for clarity • Defining and following guidelines and formatting instructions • Participating in document reviews and inspections • Making revisions and edits as needed • Other related technical writing functions Qualifications • Demonstrable experience (+3 years) as a technical writer • Evidence of technical writing education credentials • Ability to write clearly and concisely, and create manuals from engineering specifications • Proficiency with computer and/or publishing tools • Be able to generate and modify text, tables and illustrations • Having experience with software end-users is a plus ++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++++…; Added by Joseph Wallace, VP of Technology at 1:20am on June 30, 2009

Blog Post: HR Organization Structure & Chart (Examples + Types)

It’s more than likely that you have an HR organization structure and chart in place for your HR department. If not, then it’s time to have one drawn up.

People in the HR industry are no…

Added by Phil Strazzulla at 11:04pm on November 5, 2022

Topic: Talent Talk Cafe - Chat Transcript for Generations....Myths and Realities: h each Generation what we really found out is that its more about connecting and establishing best practices for all. Following is the transcript from the Chat and please share your comments here as well. Hi Susan, Maren and RB community!~ looking forward to the chat! 2:04pm The Talent Hunter Hello every1 2:04pm Susan Burns Hi Maren - how are you? Any thoughts to share on Generations - now that you've qualified as Gen Y 2:04pm Susan Burns Hi Susan! Hi Mike - Talent Hunter - did i get that right?? 2:05pm The Talent Hunter sure did 2:05pm Susan Burns Great to see you again Mike 2:05pm The Talent Hunter 2:05pm Susan Burns So what do you think are the biggest myths around generations 2:06pm The Talent Hunter If you offer an ipod as a sign-on bonus all Gen Y'ers will come running to your company 2:07pm Maren Hogan Well there are certainly a lot of sterotypes and they definitely exist for a reason. Myths? 2:07pm Susan Kang Nam how true.. 2:07pm Susan Burns Wow - is that all it takes Mike? What do you offer an Xr or BB? 2:07pm Maren Hogan Haha TH that is so true. I was at a conferenfe where EVEYRONE was offering an iPhone 2:07pm Susan Burns Maren - what are the main stereotypes for Gen Y? 2:07pm Susan Kang Nam curious to hear about the Xrs...lol 2:08pm Maren Hogan Gen Y. . .we need constant feedback, which is not true for all of us 2:08pm Maren Hogan I know xers do get ignored, like they don't matter 2:08pm Maren Hogan I've done it myself! 2:08pm The Talent Hunter Xers rock 2:08pm Maren Hogan I hate that people think Yers have no work ethic, personally I feel like I get a TON accomplished when allowed to work in the way that is most suited to me 2:09pm Susan Kang Nam I wonder why that is.. I agree with Mike - Xers rock! (of course..I'm biased 2:09pm Susan Burns Xers seem to be missing from the dialogue - everyone talks about Gen Y and BB in the workplace but what about Gen X? 2:09pm Maren Hogan I think that is excellent advice for most people actually, it is when working with others and trying to mesh style that we get our pants in a bunch 2:09pm MN Headhunter (I am back) 2:09pm Susan Burns Maren - are u the typical Gen Y Susan Burns Maren - are u the typical Gen Y 2:09pm The Talent Hunter I think Xers are kind of looked at to get things done...being led by the BB's 2:10pm pam claughton What is the cutoff between Gen Y and X? Age ranges? never sure of that 2:10pm Susan Burns Susan and Mike - I've been really surprised to see that as well. In most cases don't Gen Y report to Gen X but its always about BB and Y 2:10pm Maren Hogan no I am on the edge, which I think is why I hate the stereotype stuff, we;ve done some cool stuff at HCI trying to combine talents and work styles 2:10pm Susan Burns Hi Pam! Hi Paul 2:10pm The Talent Hunter and you have the Yers coming in who may be more savy on the tech side (as a whole) 2:10pm Maren Hogan 78-80 is what I have heard 2:10pm Susan Burns Pam, Y is usually born before 1980 2:10pm Maren Hogan birth year, sorry should have clarified 2:11pm Susan Kang Nam I see that with Gen Ys.. yes.. more tech savvy.. 2:11pm Susan Burns Biggest difference is that X surivied by being fearlessly independent and Y gravitates towards team 2:11pm pam claughton Thx Susan! You know I've heard the myth that gen Y are lazy, entitled, but I haven't seen that 2:11pm MN Headhunter I think that most perceptions of Gen Y are true but highly overblown 2:12pm Susan Burns Also, used to see X as the tech geniuses so wonder if they feel slighted by Y being even more tech saavy 2:12pm Maren Hogan I think that is applied across the board, I get Gen Xers and Boomers that say they are tech savvy and . . .are. . .not 2:12pm MN Headhunter tech savvy, consultants, socially aware, a little into themselves, have been hand held 2:12pm Susan Burns Are most perceptions of a generation overblown? 2:12pm MN Headhunter I really do 2:12pm Susan Kang Nam well.. I am trying to convince the BB crowd to go more tech savvy.. and it has been a hurdle.. 2:13pm MN Headhunter think they are 2:13pm The Talent Hunter i think it's just a "big brother-little sister" mentality...i think gen to gen goes through the same thing, calling the younger sister lazy 2:13pm Susan Burns Susan - what is the resistance? 2:13pm The Talent Hunter back in the 90's the Gen Xers were labeled as renegade and anti establishment...things have changed a bit...like anything else 2:13pm Susan Kang Nam I think ... and this is just a guess..and assumption (bad on my part) but it's ignorance.. 2:13pm Maren Hogan Paul, I am WAY into myself 2:13pm Susan Kang Nam they are just used to their ways... Maren Hogan gotta run, tell me which generation will rule the world! 2:14pm Susan Burns Mike - same was true with BB - so each generation goes from being idealist and rebel to conformist? 2:14pm Susan Kang Nam not all are that way I don't believe. 2:14pm MN Headhunter and let's blame thise responsible, their parents 2:14pm Susan Kang Nam see you later Maren!~ 2:14pm Susan Burns See ya Maren - thanks for dropping by and have an AWESOME event! 2:14pm MN Headhunter they wanted to be friends with their kids and not their parents 2:15pm The Talent Hunter Susan-I think so to an extent...kind of like that one commercial out today... 2:15pm The Talent Hunter ..the middle aged guy saying, "dont trust anyone over 80" 2:15pm Susan Kang Nam lol 2:15pm Susan Burns Paul - very true - was just talking with @kwheeler and @eileenclegg that we couldn't wait to express our independence and move away 2:15pm pam claughton I think gen y has less of a solid line between work and play, they're wired 23/7 w/technology 2:16pm pam claughton oops meant to say 24/7 2:16pm MN Headhunter Being an advisor to a fraternity of 35 guys gives me a front row seat to the Y'ers 2:16pm Susan Burns Mike - great example. Remember the gen X commerical about using technology - red headed guy...which company was that - classic 2:16pm pam claughton google and facebook are tapping into that, with catering dinner, so people stay longer at work 2:16pm Susan Burns Pam - that's a big point and they want to have the flexibility to get it done how, where they can because technology enables 2:17pm Susan Kang Nam hmm. really.. 2:17pm Susan Burns Paul -bet that gives a front row seat to a lot! What do u see that is the most different from when u were in school? 2:17pm pam claughton I think you see more x's telecommuting these days though, so they're working more but at home Susan Burns Pam - that's a big point and they want to have the flexibility to get it done how, where they can because technology enables 2:17pm Susan Kang Nam hmm. really.. 2:17pm Susan Burns Paul -bet that gives a front row seat to a lot! What do u see that is the most different from when u were in school? 2:17pm pam claughton I think you see more x's telecommuting these days though, so they're working more but at home 2:18pm The Talent Hunter if the work ethic is there, it is a recipe for success, but I don't think the majority of the workforce can be looked at or trusted to succeed or produce in a virtual environment, i think it leads to less efficiency 2:18pm The Talent Hunter and longer hours 2:19pm Susan Burns Much of the change we see in today's workplace came from appealing to Gen X - what will Gen Y influence the most? 2:19pm MN Headhunter they work harder, play harder, most are more invested in what they are doing 2:19pm Susan Burns Mike - do u mean with telecommuting and flexible work schedules...hard to monitor results, productivity? 2:19pm The Talent Hunter Susan - exactly 2:20pm Susan Burns Paul - do u think that transfers to the workplace? Or, what they're passionate about? 2:20pm The Talent Hunter I think Gen Y wants that, but doesnt have the fortitude to do so successfully, as a whole, at this point in their careers 2:20pm Susan Burns Mike - sounds a lot like commitment and trust issues? Do you need to see the work getting done or just need it done? 2:20pm The Talent Hunter Susan - I think it needs to get done, but with a sense of urgency 2:21pm MN Headhunter Susan, I have a disconnect once they graduate and in my recruting start around year 3 in experience. I am not a good person to answer that 2:21pm Susan Burns Mike - def could interfere with Gen Y development - there are benefits to working together and touching base during a project - could that be worked in to the distance process? 2:21pm Susan Burns Paul - it would be interesting to see how that drive translates to career - you would make a great mentor for emerging talent 2:22pm The Talent Hunter Susan - I think it could be but I think that relying too much on conf calls and IM's can lead to lower production levels 2:22pm The Talent Hunter Susan -- especially when you are talking about work being done between different generations 2:23pm Susan Burns So, given an average project - what would be a good balance of time to work independently and collaboratively for learning 2:23pm Susan Kang Nam I think that all depends on the project 2:24pm The Talent Hunter Susan - It depends on the role 2:24pm Susan Burns Thinking of a junior role reporting to a manager. Working on a project of average difficulty and scope. 2:25pm Susan Burns What would the Gen Y person feel is a good balance between autonomy but make the manager happy with providing leadership, guidance and feedback 2:26pm Susan Kang Nam Susan - I would have to say 70/30 (coming as a Xer) 2:26pm The Talent Hunter Susan - I think its very important for a good amount of collaboration or status updates to occur b/t the two 2:26pm Susan Burns Susan - 70% independent for the Gen Y? 2:26pm NMarie Attaining productivity "MOJO" can happen when work environments provide a base of trust and offer the right tools and keep getting feedback from all parties... 2:26pm The Talent Hunter I would say 70% for collab 2:27pm Susan Burns Hi NMarie! 2:27pm NMarie Hi Yoga Lady! 2:27pm Susan Kang Nam Susan - no I meant Xers.. for Gen Y - 60/40 in my opinion 2:27pm Susan Kang Nam I do agree collaboration is important.. 2:28pm Susan Burns Got it - so Susan, you would work 60% independently and 40% on collaboration/updates/coaching... 2:28pm The Talent Hunter Susan - I have seen first hand that a career is looked at more as a Job to Yers though 2:29pm NMarie Quotas are guidelines not absolutes...for depending on the energy of the project...some projects take off like "ROCKETS" and others are like "Are you kidding me?" 2:29pm Susan Burns Mike - 70% of time spent on coaching/feedback and collaboration? 2:29pm Susan Kang Nam Yes. however it all depends on the situation at hand..as well.. 2:29pm The Talent Hunter Susan - ya, I think that Yers need to first be guided and shown correct processes and work ethic and earn the opportunity to work outside the box 2:29pm Susan Burns Mike - can u share more about the "job" vs career 2:29pm Susan Kang Nam Mike - interesting - would like to know more. 2:29pm Susan Burns NMarie - yes - each project and person is different. I think the "formative years" the first 5-10 yrs on the job become critical to a persons long term success 2:30pm The Talent Hunter Susan(s) - definitely...I see a lot less buy-in to a company culture, a lot less development of expertise, almost coasting through the day doing the minimum... 2:31pm The Talent Hunter ...of course, i may just be lucky enough to have seen a bunch of slackers....I am sure that there are Yers out there who take their career seriously, but I dont see a lot of it 2:31pm Susan Burns Too often when someone doesn't experience good management, coaching, feedback, guidance during that time it inhibits their growth 2:31pm The Talent Hunter ...but i think that comes with experience too 2:31pm Susan Kang Nam interesting.. that defies what I "perceived" as Gen Y's.. 2:32pm Susan Burns Mike - agree on the company culture piece - think this is where Gen Y can really have a big impact - sort of like how Gen X has done and the BB before them 2:32pm Susan Burns What concerns me most is when companies just dismiss that their expectations are unreaistic rather than identify what/how to incorporate 2:32pm Susan Kang Nam Susan - agree with what you just commented.. 2:32pm The Talent Hunter Susan - each generation goes through growing pains with the younger.....hate to run, but I gotta hit the phones...it was a pleasure!!!! 2:33pm Susan Burns See ya Mike - THANKS! 2:33pm MN Headhunter Off on a tangent. if companies were loyal, family friendly, career path oriented, I think the Y'ers would be more energetic. And i will say that most all generations are starting to fall into that thinking of a job is a consulting gig and not a career Susan Burns Are companies too resistant to learning from each rising generation? Do they stifle innovative practices rather than embrace new ways of learning, engaging and collaborating? 2:34pm MN Headhunter YES!!! 2:34pm Susan Burns Paul - totally agree - this is cascading rapidly across generations - which is why I'm getting hung up on the response to Gen Y 2:35pm The Talent Hunter I think Gen Y has a habit of giving the problem, but no offering the solution 2:36pm MN Headhunter rather than stifle anyone at any age I suggest the long leash idea. Give enough rope without letting someone hang themselves or the company 2:36pm MN Headhunter Look, there are companies doing this and they are recruiting and retaining better tan average 2:36pm NMarie Right now our economical outlook is murky and industries are outsourcing work product...which is not building up our confidence in corporate america... Thus, I feel that the work model is starting to shift from "At Office" to "Virtual - SOHO" 2:36pm Susan Burns Mike - interesting since Gen Y sees themselves as excellend problem solvers due to their technical expertise and resourcefullness 2:37pm Susan Burns paul - which companies do u see doing this very well. have u checked out what BestBuy is doing? 2:37pm MN Headhunter I think that too goes back the parents. They asked their kid, what would you do, and then did it for them 2:38pm Susan Burns NMarie - what is Virtual SOHO? 2:38pm Susan Burns RE problem solving - maybe its that they need to solve problems as a group rather than individually 2:39pm NMarie Virtual at home - Small Office Home Office 2:39pm MN Headhunter In Minneapolis, the kids (term used loosely) want to work at Target first. Best Buy is in the top 5. 2:39pm Susan Burns There's also the idea of leveraging their "network" to solve problems. Although, love Josh's IBM video that he shared. I'll find the link and add to the chat in a few 2:39pm Susan Burns Got it - thanks NMarie 2:39pm MN Headhunter The ad/pr firms turn kids away daily. They are seen as innovative. 2:39pm Susan Burns Paul - why Target first? Development program?? MN Headhunter Part online, part retail (new and cool things), part give them the keys company mentality 2:40pm MN Headhunter They also lose most of them by 30 as they have ventured off to do their next best thing. 2:41pm Susan Burns Target had an excellend reputation for developing talent and wonder if this is still attractive for launching a career 2:41pm MN Headhunter So the company is very young (used loosely) and sometimes a moat between them and senior execs who do not "get it" but let lower management look over it 2:41pm Susan Burns Here's the link Josh Letourneau shared - great video on the value of social networks: http://tinyurl.com/5jgsl7 2:42pm MN Headhunter It is but launching a career and then at 30 taking off 2:42pm Susan Burns Paul - we used to call it training for the "street" 2:42pm MN Headhunter And it does work for Target. A constant supply of energy, talent, new ideas. 2:43pm Susan Kang Nam will need to check that out. p.s. I know someone just joined Target Corporate team in CA - will need to follow up and see his views on this. 2:43pm Susan Burns Ooooh Susan - get the inside scoop ;-) 2:43pm Susan Kang Nam lol 2:44pm Susan Burns Development programs are really valuable. Companies could do more to provide exposure to difft aspects of the biz 2:44pm MN Headhunter That and it shows no intent to invest in their peopler 2:45pm MN Headhunter those that do not 2:45pm Susan Kang Nam definitely.. that goes saying further for retention.. 2:45pm Susan Burns Could companies engage and retain more talent if they would balance the core work with exposure and opportunities to work on projects and interact with more execs? 2:46pm Susan Burns I think part of what is happening is people get bored - so much stimulation from other sources that work seems boring 2:47pm MN Headhunter Yes, local company, Carlson Companies does this with emerging leaders 2:47pm Susan Kang Nam I know at least this one particular Biotech company does that.. very efficient. 2:47pm MN Headhunter they call it something else but essentially a pool of top people get exposure within the company 2:47pm MN Headhunter The question companies need to ask someone 25 or 55 is this, do we provide an environment where you want to stay here? 2:48pm @_@ @susan of course; this aint nuffin new ... Top Talent is ID'd and then gets 'special projects' (usually with sum kewl name like Tiger Team) and it helps give them more stuff to do outside their core function to mitigate boredom. Many issues can come up 2:49pm Susan Burns Is this something that could be expanded to engage more people - collaboration and community! 2:49pm Susan Burns Hey Jeremy...new Daddy!!! Great o have you join us! 2:49pm Susan Kang Nam yes! 2:49pm Susan Burns Paul - they need to ask that daily ;-) 2:49pm @_@ hey Susan ... 2:50pm Susan Burns Rotational programs are also good 2:50pm Susan Kang Nam agree 2:50pm @_@ i agree BIG TIME with 'rotational' programs for all workers & even more intense "tours of duty" for Execs. 2:50pm Susan Kang Nam but there is always "politics"... enough said. 2:50pm Susan Burns So last question - what do u think will be the most significant change we see in the workpalce over the next 3 years? 2:51pm @_@ the teenagers will be old enuff to have a say 2:51pm Susan Kang Nam BB retiring.. etc. 2:51pm @_@ the boomers have been 'retiring' for years -- nuffin new there IMO 2:51pm Susan Kang Nam true..but more.. 2:52pm @_@ but Gen Y actually having some exp under their belt & the street cred morphing into real biz value = P O W E R 2:52pm Susan Burns What would be the most radical change to undertake if there was NO budget constraints? 2:52pm @_@ 100% virtual workforce. 2:52pm MN Headhunter training, schooling, mentoring 2:53pm MN Headhunter paid for with no strings attached 2:53pm MN Headhunter if no constraints 2:53pm The Talent Hunter Susan -- virtual workforce will never happen, but I do see a lot of the design roles and such turning over to contract work as healthcare costs increase and su GenXers start handling the budgets 2:53pm @_@ lol Paul ... although all that stuff is good ... how is that really "radical" as Suan posed ?? 2:54pm @_@ agreed Mr TalentHunter 2:54pm MN Headhunter do it for everyone at every level 2:54pm Susan Burns Mike - check out some of the cool stuff Best Buy is doing with virtual work 2:54pm The Talent Hunter Susan -- in a nutshell, more contractors and less full-time employees 2:54pm @_@ ....thats what makes the concept radical ...at 100% 2:54pm MN Headhunter Best Buy, ROWE 2:54pm @_@ yah ROWE is nice. and as of a couple years back it was working well -- haven't scoped it lately though ....any IT companies doing it right this moment that ya know about ? 2:55pm @_@ ROWE, or Results-Only Work Environment, (also known as Results Oriented Work Environment), is a management strategy created by and pioneered by .bestbuy 2:56pm Susan Burns Thanks Mike! 2:56pm MN Headhunter Latest article I have seen: Forbes.com "Viva La Workplace Revolution" 2:56pm MN Headhunter ~link~ 2:56pm Susan Burns Thanks everyone for a great chat today! Lots of cool ideas to explore 2:57pm Susan Kang Nam Paul - thanks - will need to read this.. 2:57pm Susan Burns Paul - aka MN Headhunter will be leading Talent Talk Cafe for the next 3 weeks!!! Join him and have a blast!!! 2:57pm The Talent Hunter Thanks susan...always a pleasure 2:57pm Susan Kang Nam Thanks Susan as always and for everyone 2:57pm Susan Burns Thanks for the article Paul 2:57pm @_@ thx susan 2:57pm @_@ 2:58pm MN Headhunter ANy ideas for upcoming chats send to paul@mnheadhunter.com 2:58pm Susan Burns Paul - I'll send u some info and give u a buzz Thursday - So glad your doing this!!! 2:59pm MN Headhunter Sure 3:00pm MN Headhunter Let's see what is left upon your arrival before you thank me 3:00pm…; Added by Susan Burns to Talent Synchronicity at 11:32am on July 9, 2008

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