Search Results - health-related

Blog Post: HR Tools You Need to Run a Hollywood Boutique Production Company

What does it take to run the boutique production company behind some of the most watched and recognizable content on the internet?

To find out, we asked successful media…

Added by Phil Strazzulla at 11:17am on April 12, 2023

Blog Post: Interview Scheduling Tips to Nail International Planning: For most people, having a job usually consists of traveling to the office to perform your daily tasks. However, as technology develops, the office is no longer the…; Added by Ngan Pham at 2:04am on June 18, 2021

Blog Post: The 6 Best Trucking Payroll Software Vendors: Our Expert Picks: The Top Trucking Payroll Software…; Added by Phil Strazzulla at 7:38pm on October 27, 2022

Topic: How I won the SourceCon Sourcing Challenge by Joshua Kahn: iration, well placed breaks, spying on what the other contestants were doing, some slight misdirection, and some skill. I think with the right mix of those components anyone of the other people participating could've won. The differences between us all were slight. I must give kudos to the SourceCon brainwizards for putting this together. Well done. Kudos also to Julia Stone who I think was just hours behind me in finding the NYC guy. Good on you to Amie Ernst, Rushit Shah, and Shoheb Shaikh, who were right there as well, and also to a host of sourcers from India who were also pushing the pace. Thanks to Suzy Tonini and Jeremy Langhans for their help and support as well. I wanted to put this story together in a way that would clearly show my approach, where I got lost, where I got found again, purple squirrels and a bit of mild paranoia. First Clue: http://www.sourcecon1.org/newspad/newsletter.asp?article=33 Keys to finding site: Harry Smith, Guru, "sales/telemarketing front/end work" Confirmers (how I knew I was at the right place): "live in fairbanks" , ID = 898617 Clues for later: SCIP, SSS, recruitingblogs, Sourcers Unleashed, ERE forums Purple Squirrels: mONEY At the time of the search, I didn't formally organize the information this way, but looking back its how it fell into place in my head. The information could be used differently than how I used it. With this information a teammate of mine, Rob Hoefer, and I started searching a bit. He found the 'Guru' site first, kudos Rob. It was as simple as finding guru.com, then searching there with Harry Smith, his 'location', his area of expertise, or ID number. Throughout the challenge I had that spelling and peculiar capitalization of 'mONEY' in the room in my mind where I kept all those bits of information of which I endlessly questioned the importance. Nothing is on accident right? No, but sometimes its misdirection. Second Clue Site: http://www.guru.com/emp/view_profile.aspx?g=ihLZ88u2WqJwfuQkS% Keys to finding next site: "I can be found talking between 1:00-1:30pm everyday", "Love web2.0 technology for keeping in touch with my friends" Secondary keys: the timezone in alaska (AKDT) + 1-1:30 timeframe Confirmers: that Moose icon, the date 14 DEC 2007. Purple Squirrels: that Harry actually lived in Fairbanks. Exacerbated later when Harry revealted an address on Peger Rd in Fairbanks, Alaska, curse you Harry! This one took a bit to figure out. I went down many wrong paths on this one, which I'm kicking myself for now, because it looks so obvious in hindsight. I was looking for radio shows, podcasts etc related to lead generation or anything like what Harry had in his profile. I posted a few questions on a few recruiting sites to no avail. Its almost embarrassing now to admit, but its part of the gymnastics your mind does to figure out the important bits from the unimportant. I even emailed Maureen Sharib because I knew she did a bit on the Recruiting Animal's show on Wednesdays and of course her expertise is lead generation. She was very nice and helpful, albeit not sure what the heck I was talking about. This was not the first time I would send out a bizarre email. I also harrassed 'Slouch' or Jason Davis for info to no avail. I finally figured this one out via a bit of inspiration and following a fellow competitor. I noticed that Jim Stroud had a recent posting about not seeing many recruiters on Twitter. Ding! Twitter you twit! So I searched around Twitter until I found harrysmith. Except that did me no good, he had no updates, no followers, and was not following anyone. So I searched instead for my competitors. I searched for 'Tonini' and found Suzy Tonini's twitter, and looked at who she was following. Hello Harry! There was Smithharry74 with that ersatz Moose icon, and the same date as the guru profile. From there I set my gtalk to follow smithharry74, and also set up an RSS feed in my netvibes to follow his updates as well so I could look at them later. I also figured that Harry was in the eastern time zone because he was giving clues at 5 o'clock EST, the end of someone's real world work day. Third Clue Site: https://twitter.com/smithharry74 keys to next site: DOD challenge guy's sister (DavidClarke from challenge 2 last year), "where headhunters hang out", cache.valleywag.com/images/thumbs/757f5a7cffea7d0c878a1550c72daed4.jpg , 'Mary' or MC, Mcclatchy secondary keys and confirmers: lives in LA or SF, was recently in the desert, hippie, smh.com.au/ffximage/2007/03/30/brazil13_wideweb__470x252,0.jpg , Cardinals, Ducks, Hawks and Blue Jays, ariba.com/img/ss.gif purple squirrels: Don, "the party", Harry Douglas Smith, "did you ask your boss", did you check recruitingblogs yet?, and many more... This is the point in the challenge where my brains slowly started to scramble. At this point I began placing significance on the wrong things, every email, every update to RSS feeds that could be connected to the challenge through the most tenuous of connections was suspect. There were two stages to this one for me. The first was figuring out who the DOD challenge guy was. At first I thought this was a separate challenge that had happened outside of the sourcecon thing. I looked for DOD challenges, and there are some! But I quickly decided this wasn't right. Then I went looking for clues in the explanations given by last years winners. I figured out the DOD guy was DavidClarke ClarkeDavid from last year. I still wasn't sure which was his real first name or last name and emailed Suzy Tonini for suggestions. She was helpful but I still couldn't find 'Mary'. I was looking for 'headhunting' groups all over the place. I was also fixated on the 'desert' clue here. Suzy suggested maybe the burning man festival. Turns out she was right. I also thought it could be the 'Las Vegas Recruiting Roadshow' that had just happened. So I emailed John Sumser to see if there was anyone on the attendee list there with the initials MC. He answered, but no MC. I was suspecting he was involved in the challenge in some way. The list of busy people that I bugged for information was growing and didn't stop here. The second piece that did it for me was the valleywag photo URL that Harry gave as a clue + the McClatchy bit. First, the photo. I tried using some photo search sites, and tried to find a search engine that would search using images as the operators. Tried searching valleywag, but that was proving tedious as well. Then in another bit of inspiration I used the page freshness bookmarklet to figure out when the photo was last modified. August 28, of 2006. Now we're cooking with gas. I went into Valleywag's archives to find the posts for that date and voila, there was the exact photo of Mark Pincus and his dog Zinga. Quick image search in Google found the 'other tshirt photo' Harry had mentioned, where Mark had a Tribe shirt on. Headhunting, Tribe, riiight. McClatchy was significant because they now owned Tribe. A quick trip to Tribe.net, a quick search and I had found Mary. Fourth Clue site: http://people.tribe.net/maryclarke90210 keys to next site: friend in NYC, 1 degree from 83494544 secondary clues and confirmers: hangs out in maureen, sourcers, and passive groups, "favorite numbers 70 or 07 or maybe devide them by 2, or maybe not 100% not sure". purple squirrels: for me the sentence, favorite numbers 70 or 07 or maybe devide them by 2, or maybe not 100% not sure, was a big purple squirrel. From here I actually found the profile attached to 83494544 very quickly. I thought ERE immediately because of the clue Maureen. She has a group there called ASK Maureen. So I went to ERE and noticed that within the URL of an individuals profile is 'ID=' then a number. So I replaced the number with the one from the clue and got Russ Moon. http://www.ere.net/erenetwork/person.asp?userid=83494544 I figured Russ wasn't the guy because he didn't fit any of the confirmers, wasn't a member of the right groups etc. So I emailed him with a cryptic as hell email about favorite numbers etc and did he know anyone. He responded with, "I'm too busy with real world searches" but did agree to connect. Classic. I figured that 'one degree' in Mary's clues meant our target person was in the network of Russ. Problem was, Russ has a network of 1591, this was going to be tedious. I was also trying to figure out how in the world that first series of numbers that Mary gave was significant. I tried every iteration I could think of to no avail. I also tried to understand how the spelling 'devide' might be important. Device ID? DevID? Developer ID? I still don't know how I should've used those numbers. In fact when I decided to forget about those numbers and focus on Russ's connections, that's when I got to the end. Mary's clue to me when I first found her, that the NYC guy was shy, suggested a person with few connections. Harry's clue that someone had gotten close, and that NYC had two connections, one being to another person in NYC was the kicker. I just went to Russ's network, messed with the URL to get to the lower end of his network quickly and manually searched through the people with 2 connections. Took 10 minutes and I had the guy, Jason Taylor. He had Mary Clarke in his profile, then I fired an email and waited. Harry/Mary/SourceCon took the weekend off. So I tried to forget about it. I noticed a message Julia Stone had sent someone about finding NYC. We exchanged messages about what time she had found him, and figured out that I had found him earlier by not much time. Monday, got the confirmation that I won. Looking forward to meeting you all at SourceCon, and competing against big Mike and the other challengers! Cheers, Joshua…; Added by SourceCon Dude at 8:57am on March 20, 2008

Blog Post: It's true - job boards are evolving before our eyes!: For years I’ve been writing about what I see as the …; Added by Jeff Dickey-Chasins at 9:15am on November 13, 2012

Blog Post: Turn your Recruitment Marketing Activities from Blah to Irresistibly Effective

5 Attention-Grabbing Candidate Attraction Tips…

Added by Nicole Antonio-Gadsdon at 5:10pm on November 11, 2015

Blog Post: When it Comes to Workplace Perks: Go Useful, Not Flashy: Added by Timothy H. Olson, CEBS, CMFC at 9:30am on February 5, 2016

Blog Post: How to Be a Stellar Employee: Added by Shae Holland at 11:50am on July 21, 2017

Topic: Meet T. Reed Gary, 17 Year Veteran Blue-Chip Corporate Recruiting Consultant: ses: Teacher of English as 2nd language to Roma Gypsies in Pecs, Hungary • Office Number: (706)738-1249 • Personal Email: treedgaryii@gmail.com Reed is passionate about the art & business impact of Talent Acquisition. He has a track record of crafting recruiting strategies; candidate sourcing and candidate development; plus, pre-closing candidates & increasing offer acceptance rates. Reed’s experience includes 17 years in corporate Human Resources plus 14 years of Contract Recruiting with focus on: US Government / Public Sector; PhD, MS, & BS Engineers; subject matter experts in Information Technology; territory & large account Sales; and, market research; brand; analysts relations; SEO specialists in Marketing. Reed started with EDS after college and later that year decided to apply his math & analytical competencies to a career other than computer programming. Recruiting was a logical match due to his “shy” personality and quite demeanor. After a year in healthcare recruiting, Reed moved to Unisys for 10 years while recruiting for military systems & enterprise IT solutions. He then moved to MCI for 6 years while recruiting Sales & Marketing; after a layoff in 1995, Reed moved into providing Contract Recruiting services and started Gary Associates, Inc. For 14 years, Reed has been delivering Talent Acquisition services on projects with Futurestep/Korn-Ferry; Accenture; Microsoft; Sun Microsystems; Motorola; Lockheed Martin; MCI Telecommunications; Unisys; Panasonic; Home Depot (IT Dept); Internap; Blue Martini Software; Aveta; VoiceCom; Conduit Software; WH Smith; and, others. Six Degrees: Tell us of your home world. Reed: In 2000, I faced the declining health of an aging parent so I relocated from metro Atlanta and returned to my hometown of Augusta, Georgia. I married Jan Clement Gary - a wonderful, caring woman and strong catalyst to the joy & happiness within my life. We reside in a cottage within one of the historic parts of Augusta and enjoy comedy (Lewis Black) theater; music (http://www.mountainheart.com/); art; travel (or latest Star Trek movie); church; family (ours or hourly rentals); sports; friends; birds (see pic @ bottom); and, gardening (but not the grasshoppers that eat my cabbage & tomatoes). Our blended family includes 4 grandchildren (McKinsey; Ansley; Trinity; and, Thomas); 2 married sons who are active duty US Air Force; 1 son who is active duty US Marine Corps; 1 adult daughter who owns a small business in the Charleston, SC area; and, another adult daughter who is a majority share holder of our firm Reed: After Hurricane Katrina I wondered how I could apply my professional skills to help the gulf coast residents. Jan (now wife) & I initiated discussions between our two Augusta & Atlanta churches about pooling resources and quickly set upon recruiting volunteers for monthly church mission trips. http://fbcaugusta.org/missions/tim-adcox-hurricane-katrina-disaster-relief-video/ Soon afterwards there were 20-50 volunteers each month heading to Biloxi, MS to feed & nurture people; repair & rebuild homes; and, help transition many out of FEMA trailers. Six Degrees: How many years have you been in the staffing industry? Reed: I’ve been in the Talent Acquisition profession for 30+ years; my passions include sourcing candidates; cold-calling passive prospects; developing prospects into screened candidates; plus, applying pre-closing techniques with candidates to increase % of offers accepted. It takes one skill set to source prospective talent within targeted companies; it takes a second skill set to engage communications with passive prospects and develop them into active candidates. It takes yet a third skill set to uncover the relative importance of the candidate’s decision criteria and pre-position the candidate to accept the offer which may be forthcoming. Six Degrees: How did you get started as a recruiter? Reed: Programmer was my first job out of college, but after a year of being “the techno-man behind the curtain”, I moved as quickly as possible into a people facing role as recruiter at a large Augusta hospital. I witnessed the tendency of many in my new profession to be “paper pushers” and saw that my analytical & communication skills could be applied to making recruiting more efficient and impactful. I enjoyed digging into what talent was critical versus “nice to have” and crafting staffing strategies to find that talent & engage it. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Reed: The greatest impact on my Recruiting career was joining MCI Telecommunications in 1989 while the AT&T / “Ma Bell” monopoly was tied up in the courtrooms. MCI was aggressively building large global sales teams and capturing market share while AT&T and the “baby Bells” were slow to adapt. MCI equipped us with funding; with good tools; with bright people prone to action; and, we were encouraged to take calculated risks based upon the best information available at that time. Recruiters were not penalized for mistakes if you adapted and applied appropriate course corrections; however, one could be penalized for “analysis paralysis” & lack of action. As a Recruiter in this environment I quickly learned the cost to business of lost quota due to vacancies; decision delays; and missed sales opportunities. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Reed: Gerry Gorlitz; Bob Greene; Van Treadaway; Troy Knapp; and, Glenn Gutmacher have been Recruiting & Sourcing mentors through the years. Each has been a teacher who demonstrated a strong professional commitment to integrity balanced with an incredible & spontaneous sense of humor. The ancient Greeks once culturally embraced such a balance of mind and body; these days many people have re-branded this as maintaining “good Karma”. By either name it’s a good work / life balance! Six Degrees: Tell us about your recruitment/sourcing services: Reed: Gary Associates, Inc. was once a sole consultant, but has subsequently grown into a majority female owned (Jan in Augusta, GA & Liz in Dover, DE) family business. We scale collaborative teams and deliver Talent Acquisition services for international; national; and, regional projects. We provide adjunct services which augment our clients' resources; share "best practices" within the Human Resources profession; and, serve as clients' consultative business partner. Our collaborative teams can consult in talent acquisition; employee relations; conduct skills inventories & gap analysis; perform organizational development & training; implement salary planning & labor cost projections; investigate and respond to employee grievances + discrimination or harassment charges; and, advise on employee corrective action & performance improvement programs. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Reed: I have been in recruiting assignments at both Accenture (BIG 4 Consulting) & Microsoft. I experienced that both organizations are open to trying new approaches which work well in similar environments and adapting their recruiting processes as appropriate. Such dynamic environments are quite refreshing compared to companies adhering to recruiting processes for no reason other than they were scripted in prior millennia. (B) In what aspects are they superior? Reed: They have a reputation for empowering their recruiting teams with appropriate funding; good tools; good training; plus, building recruiting teams with gifted, intelligent & motivated professionals who frequently think outside the box seeking fresh approaches. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Reed: Stimulus; development; and, investment monies are coming into our local Augusta, GA economy: The US Army; the National Security Agency; the Veterans Administration Hospitals; the Department of Energy; the Savannah River Site; the Ray and Joan Kroc Foundation / Salvation Army partnership; the Medical College of Georgia; and, The Southern Company (Plant Vogtle). The estimated combined impact to the Augusta, GA economy is $14+ Billion & 8000+ permanent jobs. Six Degrees: Tell us about your broader involvement within the staffing industry: Reed: As much as possible I attend meetings; events; and/or, stay on top of articles of interest by Technology Association of Georgia; ERE; RecruitingBlogs; SHRM National; Kiwanis; JobMachine; IACPR (Int'l Assoc for Corp & Prof Recruitment); Metro Atlanta Recruiters Channel; SourcersGuild; NING Groups; LinkedIn Groups; Goggle Groups; SourceCon's Social Network; Yahoo Groups; and, (most importantly) The Bible. Six Degrees: Can you detail how the recession has affected your particular industry niche? Reed: I was laid-off twice (by MCI & Unisys) and learned that one’s full time job becomes finding the next job. Unfortunately, recent double digit unemployment seems to commoditize the talent acquisition profession and drive recruiting rates down. State unemployment claims are at a 25 year high; corporation’s employment offices are receiving a daily Tsunami of applicant resumes requiring more time reviewing & processing paperwork versus hunting the best talent. Some recruiters will be forced to quit the profession; many may consider survival by entering into random “split arrangements” and/or offering fee based “outplacement / coaching” services to the unemployed. Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities. Reed: I’ve invested greater amounts of time; energy; and, money networking (online and through local Kiwanis Clubs) to identify and communicate with the Talent Acquisition leadership of select local employers. Each day I seek to identify Talent Acquisition points of contact; then I craft a communications strategy to open a line of communication with that leadership. When the very nature of the organization precludes such, I try to work with the organization’s procurement process to position Gary Associates, Inc. as an approved minority owned vendor of Talent Acquisition services. Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Reed: Don’t trash people (online or in your mind) for trying to network with you to find work. Offer them words of encouragement to hang in there; tell them you’ll pray for them and do it! It’s our country; our economy; our foreclosures; interest rates; and, aggregate credit card debt. Treat people as you would like your family to be treated if they lost their job; their home was reposed; they lost their retirement investments; and, were trying to re-enter the workforce to survive. Share leads and be generous to people you don’t even know; pay it forward. Six Degrees: What is your next career goal? What do you need to do to get there? Reed: My immediate goal is to survive; to get there, I need a new recruiting assignment within commuting radius of Augusta, GA or an assignment open to virtual arrangements.…; Added by Dave Mendoza at 11:31pm on May 31, 2009

Blog Post: Candidate skill-set? Better yet, ask about their pet.

We can see what the resume says. But who is this person really? Is he or she a dog or cat person? Are they more like their German Shephard or their Tabby?

Don’t scoff. For all you extremely…

Added by Charles Davis at 1:01pm on December 14, 2011