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Blog Post: Recruiting a Recruiter for Your Job Search: Many of us have many stories to tell about working with external recruiters during job searches. Some good, some not so good. It is no different than any other professional role--some folks you…; Added by Jeff Lipschultz at 11:55pm on April 12, 2009

Blog Post: 10 Resources to Boost Your Job Search Process: Added by Judy Thompson at 3:40am on November 20, 2015

Blog Post: Volunteer Programs: How to Offer BIG Incentives on a Small Budget: Added by Hesha Patel, MBA at 9:51am on February 10, 2016

Blog Post: Top 3 Technologies Used at a Recruitment Fair You Should Know About: Recruitment fairs have always been one of the most effective solutions for job seekers and recruiters throughout the years. When our world is getting more digital, recruitment fair planners must…; Added by Ngan Pham at 9:30pm on October 5, 2021

Blog Post: Top 14 Game-Changing Recruiting Platforms You Should Know as a Recruiter: Technology has revolutionized the recruitment process. Now you need to integrate advanced software solutions to attract and retain mobile- and tech-first talents. There are lots of great…; Added by Ngan Pham at 1:02am on May 18, 2021

Blog Post: Career Development Planner 2023

Added by Mandy Fard - CPRW, CMRW at 7:37pm on December 28, 2022

Topic: Meet Gino Conti, RecruitingBlogs Activist, "Who said Corporate Meant Boring?": • Email Read Gino's Blog Post Archives: • "Maybe those brainless single-celled blobs have it right after all..." • "Dignity in Downsizing" • "I won't blame them for their ignorance" • "Exit Interviews" • "The more I do my job the more I like it" ABOUT GINO CONTI We continue with our series on Activists within the RecruitingBlogs.com Community. This week we feature Gino Conti, an Employment Specialist at Nissan North America in Detroit, Michigan. Gino is an experienced, full cycle recruiter aligned with Nissan's major OEMS, Tier suppliers, and non-automotive companies nationally with a focus on the Midwest market and in Canada. He has developed his staffing industry niche almost entirely within the automotive industry on behalf of a wide array of functions ranging from business to technical. Currently, Gino is responsible for NTCNA for engineering, but also in support functions such as purchasing and communications within Nissan. Q&A with Gino Conti Six Degrees: Tell us of your home world. Gino: Outside of work I surround myself with friends and family in most of my free time. I occasionally like the solitude of a good book, but most of the time I’m spending time with my two younger brothers or old friends that have stayed close since high school and college. I try to keep as busy as possible since I don’t like being bored. Outside of working full time I am also going to school full time for my MBA, training for a half marathon this fall (and hopefully a full in the spring), and fill any remaining time with reading, writing, and the very rare guilty pleasure of some video gaming to just zone out. I am still trying to find the time to get out and go skydiving again, as this is the first summer in a while that I haven’t been out. I have been involved in a variety of charities, and I have often said if I hit the lottery I would love to replace the time I spend at my day job now with volunteer time. I have worked with Adopt-a-family, area soup kitchens, and try to donate any gently used possessions to Purple Heart or Salvation Army instead of relegating them to the trash bin. Six Degrees: How many years have you been in the staffing industry? Gino: Recruiting is the only thing I’ve done since I graduated college in 2005. The first three years were spent working for a TPR, and I am now in a corporate role, so my duties blend into HR a little more now, but the main focus has always been recruiting. Six Degrees: How did you get started as a recruiter? Gino: I’ve spent just over 4 years in the recruiting seat doing mostly technical staffing. My initial responsibility was to recruit engineers for the automotive OEMs and suppliers in Southeast Michigan so despite a complete business-based education my focus was almost entirely engineering recruiting. Since coming onboard at Nissan my recruiting efforts have been more varied and I have branched into finance, purchasing, and sales and marketing. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Gino: The fist webinar I attended that was presented by Shally. I had been using LinkedIn for a short while at that point, but was not nearly as proficient as I wanted to be. After his webinar it was like I was a changed man in terms of recruiting – it truly opened my eyes to the creativity and open-mindedness required to really be an effective sourcer and recruiter. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Gino: There are a couple of people who come to mind, but one who is head and shoulders above the rest. Ian Caullay was a Senior Recruiter whose desk was adjacent to mine when I was first hired out of college. I knew precious little about recruiting (absolutely nothing to be honest) and he was more than happy to help. I remember trying to strategically plan my phone time to be opposite of his so I could listen to how he talked with candidates, asked probing question after probing question, closed them down on the opportunity and the salary, and built a tremendous rapport with each one. Although it was important to tweak his approach to fit my personality, the majority of my recruiting persona was influenced by Ian. Six Degrees: Tell us about your position at Nissan Gino: As a corporate recruiter for Nissan I am tied into several difference areas of the company. My role includes doing my own sourcing and recruiting, but also requires that I take a teaching/coaching role with managers in order to create job descriptions and conduct interviews. I also work very closely with HR and Talent Management to ensure that we are developing high potential employees and maintain a good range of diversity in our employee base. The recruiting team itself is relatively small, being only 6 people for the US and Canada, but overall HR and Talent Management is a much larger entity. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Gino: I really like some of the things being done at Nike, Google, Deloitte, and Microsoft to name a few, and what Adidas did to revamp their career page was quite an ambitious and impressive undertaking as well. (B) In what aspects are they superior? Gino: Despite the fact that most of the aforementioned companies have such strong brand recognition that they probably have candidates practically banging down their doors, they still remain progressive and active in recruiting. I love the idea of having viral job ads, a more interactive career page, and conducting webcasts to inform potential applicants what the company is truly about. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Gino: Although social media is not necessarily the newest thing around, this is the area in which my role will change the most. The recent push has been to avoid costs whenever and wherever possible, and as such the reigns have been loosened a little bit to utilize sites like Twitter, Facebook, LinkedIn, and potentially even YouTube in order to reach out to candidates instead of paying the big fees required to search on sites like CareerBuilder or Monster. I could not be happier to have this be the case, and am glad we’re not allowing ourselves to get too far behind! Six Degrees: Tell us about your broader involvement within the staffing industry: Gino: Unfortunately travel has been a bit tough to justify lately, so conference attendance is not something I’ve had the luxury to do, but I hope to make it out to some in the near future. Six Degrees: Can you detail how the recession has affected your particular industry niche? Gino: Unfortunately I was not able to fully elude the recession myself, but thankfully it did not have me down and out for too long! The TPR I was working for previously had 90% of their eggs in the automotive basket, specifically with GM and Chrysler. Once those two companies started cutting contract employees left and right I saw the writing on the wall and tried to make a move before it was too late. I started getting some bites, but the losses got so great that the board could not wait any longer to take action and the layoffs began. Thankfully when my time came I already had some irons in the fire and my period of unemployment only lasted a few weeks instead of months, but it was terrifying and nerve-wracking all the same. Despite being gainfully employed, the recession has continued to affect my role. Budget is tighter than ever before, managers are pickier than they used to be, and candidates are typically a bit more persistent with requests for feedback. I can’t say that I blame anybody for taking the actions they have, but it has certainly required a slight adjustment to normal process! 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. Gino: Instead of going strictly with online networking via groups on LinkedIn or the like, our recruiting team has made efforts to get our internal subject matter experts involved. We have been working much more closely with the hiring managers and top talent within our own four walls to go after known high performers within the industry. 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? Gino: Although it has brought me some success in the past, I’m still not a huge fan of the true cold-call. I know there are some folks that have made a living out of it, but blindly calling into a company has not seemed to be the most productive, nor has it been well-received. While I have been able to connect with some great candidates by cold-calling, I found that most people were either upset to be contacted at work, or were too worried about getting caught to give me the time of day. Essentially I feel for the time sensitivity I need to keep in mind for my projects I need to do something with a lower failure rate than the cold call. Six Degrees: What is your next career goal? What do you need to do to get there? Gino: I have a couple of different ambitions within my profession. One option is to continue to learn and grow in recruiting in order to lead the recruiting team for Nissan, or branch out into one of our related organizations within HR or Talent Management and create a stronger connection and synergy with the recruitment team to make recruiting a more strategic part of the organization. Part of this goal is continuing to educate myself (thus the MBA), excel in my current role, and continue to stay abreast of what is cutting edge in order to move my team closer to becoming a world-class recruiting function.…; Added by Dave Mendoza at 9:17pm on October 4, 2009

Topic: How and Why to Object to Taking .jobs Away From Employers and Creating a Million New Job Boards: day, read this blog entry, and immediately send an email in which you voice your objections to the .jobs proposal to jobs-phased-allocation@icann.org. On the other hand, if you believe that the ends justify the means, then sit back and wait until about mid-August when some back room deals could be approved that will result in Employ Media, a for-profit organization which is closely related to the non-profit DirectEmployers (yes, that's correct), is able to do just about whatever it wants with the .jobs domains. If you're a third party recruiter specializing in information technology workers, wouldn't you love it if Employ Media refuses to sell InformationTechnology.jobs to you and instead creates its own job board using that domain? Better yet, how about if you specialize in that market in Chicago and Employ Media gives you the choice of buying ChicagoInformationTechnology.jobs for a measly $5,000 per year or watching them create and promote that domain to your clients? Or you're Microsoft and Employ Media gives you the choice of buying both SoftwareEngineer.jobs or SeattleSoftwareEngineer.jobs for $100,000 per year (they'll have full control over the pricing for different domains for different potential buyers) or they'll turn around and sell those to Amazon for $10,000 per year (maybe their sister works at Amazon so they want to cut her a deal that they won't make available on the same terms to you). Better yet, you're American Airlines and you're not even offered the opportunity to buy AmericanAirlines.jobs because Employ Media decides that it wants to use it to create a job board with job postings scraped from all sorts of U.S.-based airlines as well as loads of ads telling you that you need to have your credit history checked or you won't be hired and you should immediately request information about continuing your education because otherwise no employer will want to hire you. Nice, huh? So how did this all get started? Actually, the origins were innocent enough. Six years ago, SHRM and Employ Media got together and submitted an application to the International Corporation for Assigned Names and Numbers (ICANN), the governing body for Internet domain names and top level domain (TLD) extensions like .com and .net, and requested that ICANN create a new TLD, .jobs. ICANN approved the application a year later in 2005. SHRM was to be the sponsor of the new .jobs TLD. As such, its role was to set policy and establish registration requirements. Employ Media was essentially to administer the TLD, including selling the new domains. Due to a startling lack of transparency, we don't know much else about the relationship although it has been reported that "SHRM receives a flat fee from Employ Media for its role in sponsoring the .jobs TLD." So what .jobs domains are available? The .jobs charter limits their use to domains such as organizations such as Toyota or Microsoft using them to drive traffic to their career sites. So Toyota could use Toyota.jobs and Microsoft could use Microsoft.jobs but job boards such as Monster and CollegeRecruiter.com could not use Monster.jobs or CollegeRecruiter.jobs unless it was to promote their own job openings and not those of their clients. Similarly, job boards like Monster and CollegeRecruiter.com could not register Automotive.jobs or SoftwareEngineer.jobs and use those to drive traffic to job posting ads they sold to Toyota or Microsoft. In short, the .jobs domains were reserved for employers promoting their own job openings. End of story. Or was it? Well, if the story ended there, no one would be upset except, perhaps, for SHRM and Employ Media. You see, after five years, Employ Media has managed to sell only 15,000 .jobs domains even though there are some 13 million employers in the U.S. alone and likely hundreds of millions more in other countries. So SHRM and Employ Media apparently huddled up and agreed that their partnership was failing and brainstormed about how they could turns their lemons into lemonade. The scheme they hatched was to pretend that ICANN authorized Employ Media to do with .jobs just about anything it wanted with the .jobs TLD included the creation of potentially a million new job boards owned and operated by Employ Media. Yes, a million. They really said that. SHRM apparently thought this was such a good idea that in a process that resulted in the resignations of multiple members of the task force charged with overseeing the process, it gave its blessing to Employ Media to charge ahead. Employ Media could sell some .jobs domains to job boards and other organizations whose eligibility and cost for buying the domains would be determined by Employ Media with no oversight in a process which would lack transparency (see a pattern here?) and use other domains to create perhaps a million new cookie cutter job boards to go along with the estimated 100,000 which already exist. Do you want Employ Media to create hundreds of thousands and perhaps a million new job boards however it sees fit when the charter it and SHRM were granted clearly restricted the use of the .jobs domains to employers wanting to create an easy way for their candidates to go directly to the career section of the employers' web sites? Some may argue that this is just free enterprise at work and I would agree in part. Although the creation of a million new job boards will surely add new competition, that isn't the problem. I wouldn't be thrilled about that, but I also wouldn't be helping to lead the objectors in this process. Rather, it is the lack of openness, transparency, and even honesty that is the problem. If the new domains were to be sold like .com domains -- anyone can buy them in a manner that is open, transparent, and honest -- then you wouldn't hear such a fuss. But if Employ Media gets its way then some .jobs domains will be sold behind closed doors and others will be retained by Employ Media to enrich its coffers through the creation of perhaps a million new job boards. If you agree that Employ Media should be allowed to do what it wants, do nothing for inaction will surely lead to ICANN's approval. But if you don't want Employ Media creating and operating domains such as Headhunter.jobs, StaffingAgency.jobs, Chicago.jobs, SoftwareEngineer.jobs, SiliconValley.jobs, Dublin.jobs, or HoustonProfessionalSales.jobs then you need to take action today by simply sending an email to ICANN in which you object to the plans of Employ Media. And it really should be today because tomorrow (Thursday, July 15, 2010) is the deadline to submit comments on this. Note that a personalized letter is a bit better than sending the same letter as everyone else, but sending the same letter is FAR better than sending no letter. Similarly, sending a letter by mail on letterhead is a bit better than sending by email on letterhead or sending a regular email, but sending a regular email is FAR better than sending none. So if you only have time to send a regular email, do so today. If you have time to also print it onto letterhead, sign it, and mail it, do so today. As reported last week by John Zappe of ERE, all comments must be received within the next four days on Thursday, July 15, 2010. If you don't know what to write, have a look at what I and others have submitted or use this: July 15, 2010 Peter Dengate Thrush, Chairman Members of the Board of Directors International Corporation for Assigned Names and Numbers Internet Corporation for Assigned Names and Numbers 4676 Admiralty Way, Suite 330 Marina del Rey, CA 90292-6601 USA By Email To: jobs-phased-allocation@icann.org RE: Employ Media sTLD Charter Amendment Dear Chairman Dengate Thrush and Members of the Board: I am writing on behalf of [insert the name of your organization here], to urge you to reject Employ Media's request for authority to permit second level registration of strings that do not correspond to an employer's name in the .jobs sponsored top level domain. My organization would be directly and adversely affected by this request and therefore opposes the unilateral expansion of the .jobs charter to encompass regional and industry-specific second-level registrations. Since 1993, the community of online employment service companies--job boards, associations, staffing firms, newspapers and other publications that operate job posting and/or resume search databases--has effectively served working men and women and employers worldwide. These same organizations have also significantly improved the career prospects of veterans, minorities, disadvantaged persons and those affected by natural disasters such as Hurricane Katrina. The separate and distinct communities of employers, staffing agencies, third party recruiters, job boards, and even career services are now threatened by the proposed expansion of the .jobs top level domain (TLD). The charter holder is attempting to extend the application of the TLD from its approved community--direct employers--into the online employment services community by introducing geocentric (i.e., Atlanta.jobs, NewYork.jobs, Athens.jobs) and occupation specific (i..e, nurse.jobs, salesperson.jobs, systemsanalyst.jobs) web sites. It now has a proposal to implement this plan before the governing board of the Internet Corporation for Assigned Names & Numbers (ICANN). This proposal violates both the spirit and the letter of the charter holder's contract with ICANN. No less important, it will grievously harm the online employment services community and therefore my organization by confusing the job seekers and employers who have long been the customers of the community. Sincerely, [Insert your name, job title, and contact information here] Oh, two more things: When you email the above letter to ICANN, please cc me at Steven@CollegeRecruiter.com. I want to make a difference in this process and if you'll cc me on your email, I'll know that my time was well spent. After you send your email by the evening of Thursday, July 15th, watch your inbox and perhaps also your spam folder because ICANN will kick out to you an automated email to confirm that you really exist. All you need to do is click the link in the email so your comment will be submitted. If you don't, it might as well not exist. Thanks!! …; Added by Steven Rothberg at 12:53pm on July 12, 2010

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

Blog Post: Recruitment Content Directory: How 106 Pieces of Content Lead to 3,000,000+ Views: Recruiting is acquiring talent for your interests. IMHO I built one of the better blogs about recruiting, the …; Added by David Smooke at 1:41pm on January 30, 2015