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Blog Post: Design Revolution: How Graphic Design is Changing for Good And Tips on Not Getting Left Behind: In a world that's constantly evolving, graphic design is no exception. Gone are the days of simple posters and brochures plastered on every street corner. Today, graphic design has transformed…; Added by Jacelyn Sia at 2:39am on October 20, 2023

Topic: "...and I thought I was busted!": t those of you who are interested in the subject might enjoy it. I was calling today looking for Web Analysts in media companies and I called a company in New York and a very nice young woman named Donna answered the phone but as they sometimes do, she did not identify herself. Instead, she stated the name of the company she works for and, “May I help you?” I took her cue. “I hope, so, this is Maureen Sharib – I was trying to call Jeremy Black there in your office - I hit his VoiceMail, can you tell me, is there anyone else in Jeremy’s group we might try?” “What group is he in – do you know?” she queried back. “Yes, I do, he’s in the Integrated Marketing Solutions group and he’s a Web Analyst,” I answered with the aplomb and confidence of the information I gathered from his VoiceMail (the “Integrated Marketing Solutions group” bit – I already knew his title from LinkedIn!) “Oh! I call them the SIM group,” she stated. I did not question why there was an S on the beginning of the acronym, rather than the end, recognizing the letters as standing for the words in the group name. She sounded like she was about to talk so I let her go on. “I can try someone else in the group, do you know anyone else?” she curiously asked me. “You know, I don’t – does he have an Admin?” I casually asked, trying to change the subject. “No, that group doesn’t have an Admin.” She sounded familiar with the group and I found the info that the group did not have an AA odd. “But tell you what, I can try someone else in the group for you. There’s a James Blow and a Peter Brow and a (incomprehensible foreign sounding name)... let’s try the first one, James Blow. Are you typing these names?” she asked, throwing me off-guard, surprising me and stopping my fingers. I had been – I’ve been using a normal keyboard lately since my silent one gave up the ghost – they don’t last too long and I haven’t yet ordered my next one. Apparently she could hear the fast clickety-clack of my information gathering through my headset. “Yes, I am,” I answered truthfully. (“Uh oh,” I thought, starting with the stinkin’ thinkin” I’m always warning you against – “Here we go – she’s going to ask me why...”) “Do you have James’s last name spelled correctly?” she surprised me again. “I think I do – is it B-L-O-W?” I answered. “Most assuredly not!” she exclaimed, through her laughter. Nobody gets that one right – it’s B –L –A –U. I think it’s really important to know how to say, and spell, someone’s name right!” “This is interesting,” I thought. “Someone after my own heart.” “I agree, and I’m sorry I didn’t ask and I’m very glad you corrected me!” I chimed back. “It is important to say someone’s name correctly – I know my own name often gets mispronounced – I’m not really fussy about it but I know some people are – are you?” I asked her, deflecting. “I am,” she answered. People don’t realize this, but I can recognize a lot of things on the phone...I can tell if you’re not smiling, if you’re aggravated, if you’re selling something...” “What is your name?” I boldly asked. “Donna. I never give my name out because people use it and say thing like, “Donna said, Donna said...” I laughed, knowing EXACTLY what she was talking about, but I did not let on that I understood her plight so completely. “Oh my goodness - imagine that!” is all I offered. Then she said, startlingly, “I’m glad you’re laughing because at first you sounded very serious...serious but polite, you told me your name right away – I appreciated that,” she remarked, “I know what you’re doing so it’s okay...” “She knows what I’m doing?” I thought to myself. I hope not. She’s not THIS good, I hoped. I was beginning to see writing on the wall in front of me. I was uneasy and decided the best thing to do in this situation was to remain silent. She then went on, filling the silence, to tell me, “I’ll go ahead and transfer you to James now, I’ll stay on the line to be sure he answers,” to which, I acknowledged, “Thank you so much, Donna,” wondering how much she really did know. James’s line of course went to VoiceMail and thinking she was still on I said, “Donna?” She didn’t answer so I knew she had not stayed on the line with me so I zeroed out back to her. She answered. “Donna, it’s me, Maureen, again – I got James’s Voicemail too!” I told her, with a slight hint of complaint. “Who else did you say was in that department?” I asked, like I didn’t already have the other name I heard when she recited them off in the beginning. “Sorry! I didn’t stay on with you – my other line rang and I had to answer that,” she offered in way of an apology, like there was one needed. “That’s okay, Donna,” I soothed. “Can we try someone else?” “Sure, the next one on the list is Peter Brow – you know how to spell that?” she asked, testing me. I could tell she took her job seriously. “I give up! I’m not even going to attempt to try!” I teased back, breaking into a laugh. “B-R-A-U,” she informed. “Well, I wouldn’t have gotten THAT one right – that’s for sure!” I exclaimed, affirming her worth in the process. “Can we try him?” “Sure – hang on,” and off I go to another VoiceMail, to which once again I listen for any clues to the keys to the kingdom. I zero back again. “No good?” Donna asks, not even skipping a beat. “No,” trying to sound as forlorn as possible. “Allrighty then, let me just try Ellen...” The line goes silent as she swifts me to another VoiceMail and when I arrive back, once again, she offers, “I’m just going to go down the line, ok, hold on...let’s try Samantha...” and she sends me to Samantha. Samantha answered, and Samantha, being one of the group, was able to detail for me what everyone’s title was and also informed me that Jeremy was the ONLY Web Analyst in the group. My job here was done. But this experience was different for me because it gave me a view into a real Gatekeeper’s psyche. She had strong beliefs about how communication should work and took pains to see that the process was well-oiled and functional in her organization. She affirmed for me many things I have held dear in my own process and she also demonstrated, once again, that things may not always be what you think they are. It’s best, when you’re thrown off your footing, to go quiet and watch what emerges. Nine times out of ten it’s not what you think! ****** This information is not to be re-published for commercial purposes in any form without my prior written permission. ****** Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. The Book of Sourcers is ready! Get your list of 200+ sourcers now here. NameSourcer blog. NEW Join the SourcersGuild Ning network here. Join the MagicMethod telephone names sourcing group here on RecruitingBlogs here.…; Added by Maureen Sharib at 9:19am on April 22, 2008

Topic: Meet Mike O'Brien, CEO of Climber.com: ion Climber.com has gone from concept to one of the most innovative companies in the recruitment space. For its members, Climber.com offers an anonymous platform to network with recruiters and hiring managers who can help advance their careers. For organizations, the company offers cutting edge products such as Search Engine Optimized Microsites, Video Job Postings, and a Social Recruiting Platform known as Catalyst. In June of 2007, AC Nielsen named Climber.com the tenth most visited career site. Climber.com has been featured in the Wall Street Journal, US News and World Report and Media Life Magazine. Mike was most recently co-founder and CEO of financialaid.com, a pioneer in providing college finance solutions online. Founded in 2000, financialaid.com became one of the most successful student loan companies in the U.S., capitalizing on Mike’s direction and innovative Internet marketing strategies. Today, financialaid.com funds more than $45 million in student loans each month. At financialaid.com, Mike conceptualized and created CampusDirt.com (at the time, the number one online college search engine), RateYourCampus.com (online feedback community) and CampusClix.com (a college social networking website). In October of 2004, Mike sold financialaid.com and properties to Education Lending Group (now Student Loan Xpress) which in turn was purchased by CIT (NYSE: CIT) for $400MM in January 2005. He remained CEO/President of financialaid.com until his exit in December 05. Utilized as a media expert in higher education finance and Internet marketing, Mike has been interviewed by numerous national television and print news media -- including The Wall Street Journal, CNBC, NBC Nightly News, Fox News Network, the Chicago Tribune and Kiplingers -- regarding the widening college affordability gap and the resulting growing demand for student loans, student loan consolidation and online marketing trends. Mike also has delivered speeches on Internet marketing trends and techniques at the CEO West Conference (Collegiate Entrepreneurs Organization) and the National CEO Conference in Washington, DC. Q& A with Mike O'Brien Six Degrees: Tell us of your home world. Mike: Been married for 8 years and a dad for almost 4 years. I have three boys all age under 4 years old. My oldest is Grayson he will be 4 in November, My middle boy is Lincoln and he is almost 2.5 years old. My youngest boy, Justice, will turn 1 in December. We are thinking about having one more… trying for a little girl. I am an avid runner. I started running about two years ago at the age of 36 and have completed 4 half marathons. Last year I ran the ING Bay to Breakers in San Francisco which was a blast. In my last business, I appeared on the reality TV show “Starting Over” to help a woman re-enter college. It was awesome being able to help out a person in need and see the way a reality show is put together. I have been a Board of Director of the Fresno State Alumni Association and stay committed to helping people looking to better themselves though education. Six Degrees: How did you get started in the staffing industry? Mike: I fell in love with the recruiting space in 2003. Nick Jimenez invited me to come to a ERE trade show and see the technology that existed. I was amazed at the lack of innovation at that time. Even though the world had move to the web, there was little technologically that was making a recruiter’s job easier. In fact, the big boards were compounding the problem by sending more less qualified resumes that ever before. I thought there must be a better way and Climber.com was born. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Mike: I think the ERE Trade that I mentioned earlier had the most impact on me. It was there that I was baffled that technology had not solved the people problem. Everyone knows what the problem is, but, there is little incentive to improve the recruitment process until corporate leadership and HR’s goals are aligned. Most people speak about ‘A’ Talent, yet they are measured by statistics that ultimately equate to buts in seats. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Mike: I have been lucky enough to be surrounded by some great people. Each day I learn more about the industry from Nick Jimenez. I also have been lucky enough to hear some great speakers like Jeremy Eskenazi who have had a positive impact on me. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Mike: I love companies who understand how their employment brand differs from their overall company brand. Starbucks and Google are great examples, but ING Direct and Net App both resonate with our userbase as well. (B) In what aspects are they superior? Mike: All of these organizations understand that the Employment Brand encompasses the every interaction between the company and prospective employee. It continues even if a person has not been selected. These companies understand that their prospective employees in many cases are also customers. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Mike: Even in the current economic state there is a war for talent. I think the impact of the boomers retiring will have a big impact on where organizations are going to have gaps. Our focus as a company is helping organizations get to unique sets of candidates as the younger generations shy away from the big boards and choose other avenues to find a new employer. Six Degrees: Tell us about Your Company Mike: Climber.com is a Recruiting Platform that helps today’s Recruitment Professionals source Qualified, Available and Interested (QAI) Candidates by combining advanced techniques like Career Purposed Social Networking™, Search Engine Optimization and Video with traditional online recruitment strategies like job postings. Climber.com continues to innovative and deliver higher quality Candidates, faster. Six Degrees: How was Your Company Founded? Mike: After selling my last business and attending the ERE Trade show, we started Climber.com as a candidate matching site. We have moved way beyond that and now focus on new media as a way to interact with unique candidate pools. Six Degrees: Where did you go and find investors? Mike: I went to friends and family and investors from my prior business. I also have funded a lot of it myself. Six Degrees: Your Company’s Value Proposition ? Mike: We provide access to unique candidates and productivity tools that are best of breed in a cost effective fashion. Six Degrees: What is the pricing structure for your services/products? Mike: We offer Microsites that index and Search Engine Optimize all a companies jobs, these are very cost effective. We offer Video Job Postings that are distributed to 45 video sites online and also search engine optimized. These are great for the roles that an organizations fills over and over. The Video Job Postings last for years. We also offer traditional job postings with targeted email campaigns that deliver twice as many clicks per posting and the big boards. We also offer Catalyst.climber.com which is an essential tool for Social Recruiting. It automatically creates networks of candidates who match the recruiters needs. Imagine 200 Software engineers who want to be recruited and match your needs instantly available for you to network with. Plus, the tool also allows you to send emails to large groups, request referrals, post splits and source candidates. Six Degrees: What is the future for Your Company? Mike: We believe that our success will be determined by our ability to help organizations reach candidates who are not using the big job boards. Six Degrees: Do you blog? Mike: Yes, I have been writing a entrepreneurial blog for a few years. In 2005, it was featured as Blog of Note on blogger.com. You can check it out here http://climber-com.blogspot.com/ Six Degrees: Tell me something others may not know about you. Mike: I am a geek at heart. I love new technology. If I do not have a computer in from of me I am probably playing with my kids.…; Added by Dave Mendoza at 12:32am on October 20, 2008

Topic: THE STICKY STUFF !!: nal corporate recruiter and the 'Phyllis Diller' of third party headhunting actually collaborating on something". Send us your questions and we'll help solve all your recruiting woes or at the very least give you our no-holds-barred opinions on the good, bad, and ugly found in our industry. This week's sticky stuff - Dear Sticky Stuff, I am an internal recruiter. I just discovered that one of my co-workers is getting kickbacks from a third party recruiter. Sometimes it seems to be just gift certificates for dinner or drinks or something like that but now I think he is getting paid real money to push this recruiter’s candidates. He is eliminating candidates that I know are better candidates so the agency recruiter’s candidates are getting hired when they probably would not be if the best candidates were presented. I can’t prove it but I have overheard phone conversations that have convinced me he is being paid if the TPR’s candidates are hired. What do I do? Do I ignore it , let him know I know and tell him to knock it off, call the owner of the Agency and tell him that one of his people is paying kickbacks, tell my boss. My co-worker is a good recruiter; I don’t know why he is doing this except that he likes the dinners and the money so I guess it’s simply that he is unethical. What should I do, or not? Sandra says: I literally hate this kind of crap. It happens a lot more than any of us would like to believe. I don’t like giving advice to anyone about what they should do in an unethical situation but I can tell you what I would do and have done when situations like this come up. I would scare the pants off the little crook by telling him a story about the recruiter at XYZ Company who got caught taking kickbacks from an agency. Lost his job, got charged with felony theft, conspiracy to commit fraud, graft, corruption and every other legal sounding word I could come up with. I would end the story by saying, “And you know how he got caught”? “One of his co-workers heard him on the phone talking to the agency recruiter and had noticed that he was eliminating better candidates for jobs to push the TPR’s candidates.” “Can you imagine how embarrassing and devastating that would be to have to go home and tell your wife and kids that you got fired for being a crook and may go to jail.” I office shared with a recruiter that I suspected was in a deal like this with an HR manager. I waltzed in one day and said, “Hey, I am not supposed to say anything about this but one of my candidates is an auditor with (unnamed Big 4), he mentioned that they had been retained to do a defalcation audit of (un named company) because the board thinks somebody is padding invoices and paying kickbacks to vendors.” “He didn’t say but I suspect it is the purchasing department but I know you work with that client so just wanted you to know that there may be some turnover if they catch whoever is doing it.” The gyrations that went on for the next few weeks were more fun to watch than an ant farm in a flood. He was on the phone with his office door shut more times than ever. He was digging through old invoices that had not been out of storage for years. I heard him through a very thin office wall calling his buddy in HR telling him that he needed to meet him for coffee at an offsite location to discuss something of a very sensitive nature. I have no idea how much of that had or had not taken place but it was obvious that some had or a lot. My guess is that it stopped with a screeching halt and both of them had a lot of paranoid sleepless nights waiting for the secret results of the defalcation audit. I know that for the next month or so until I moved to another location my office mate was as jumpy as a cat on a hot tin roof and he and his buddy had lots of hushed conversations. The last laugh I had over the deal was when the phone guy came to disconnect my phones and asked me in passing if the other guy in the office ever found out if anyone was bugging his phone line because the phone guy had checked and there was no indication of any device on his line. Ah what tangled webs we weave when we deceive a deceiver. Telling the boss is an option but without proof that can get pretty sticky unto itself. An anonymous letter to the owner of the agency might be an option. I would want to know if one of my group were involved in that sort of criminal activity and they would be gone. Course then I would be faced with calling the company myself to let them know what had gone on and who was involved. Sometimes the hardest things happen when we become aware of things that we really wish we didn’t know. Amy Says: Wow. Just wow. This is wrong on so many levels, but one of the first questions I have to ask is where in the world is the boss in this?!? What Recruiting Manager would allow this to happen? Here’s what I mean – before my company allows a position to go to an agency we have already turned over all our rocks and decided to put it out for TPR. That means we STOP SOURCING. Why compete with our own resources? It’s just silly. So that needs to be the first conversation. Are we filling reqs ourselves or are we hiring a firm to help? And if we’re putting it out to an agency and they’re doing all (or even most) of the fills, why do we keep Fraud Boy around? My guess is (besides the kickbacks) that it’s “easier” to place agency candidates. After all, some TPR is doing all the hard work. Screening for fit, probe, close, counter offer prep, all the work that goes into just getting someone ready for the interview. When the interview doesn’t go well, or an offer isn’t accepted, it’s the agency’s fault, right? But this doesn’t really answer your question, does it? So who owns these candidates being rejected over agency candidates? Maybe that’s your opening. If anyone YOU have sourced is being rejected, it’s time to talk. Have a conversation with your boss AND Fraud Boy, and ask what exactly this (agency) hire has that your internally sourced candidates do not. Sunlight is the best disinfectant, no? Another option is to follow up on a specific candidate. Let’s say this candidate, who was rejected in favor of an agency recruit, followed up with you asking why they aren’t being considered. Again, in a meeting with everyone, ask why? After all, it’s only fair to give honest feedback to the candidate. Besides the fact that you are clearly misunderstanding something about what makes a “fit”, and you’re hoping that your esteemed colleagues (Fraud Boy?) can shed some light on to what you’re missing. I am all about transparency, and I would be the first person in a staffing meeting to ask why these candidates are being rejected in favor of agency recruits. Damn the consequences, I’d call BS when I see it. Although Sandra’s idea sounds a lot more fun.…; Added by Amy Ala Miller at 1:31pm on September 19, 2011

Comment on: Topic 'Collections advice for a candidate heist': adversary). Sorry it's lengthy but I hope you find it enjoyable and maybe even instructive: A guy I've placed two times winds up at a new firm (not my placement) and brings me into his new organization for a tough medical director search. Great! The relationship investment is paying off. The search goes on for nearly a year and I send them some great candidates who for various reasons don't get offers. I finally land a person who had come highly recommended early in the sourcing process, but who had timing issues. She wows them, accepts their offer (a nice base salary bump for her), and gets rolling. As a result of my good work I get positive press within the organization. Soon, another division invites me to help them find a science writer PDQ. Fate smiles on me and I bat .1000 on this one-- submit a single great candidate and he accepts an offer one month to the day from my first phone call with the client. The client comes in a bit shy of my guy's base salary expectation and I'm even able to persuade them not to nickel and dime; he gets his full asking price. Smiles all around. Several weeks down the road, I get a marketing email from the client (I subscribe to stuff like this as a way to stay informed on my clients' businesses). It's actually from the 2nd division I worked with (the science writer job), and it's promoting a new batch of scientific content they've just posted to their new website. What to my wandering eyes should appear but a byline on one of the articles…and it's the name of one of the candidates I had submitted for the medical director search (the first one I did for this company). Realizing that this falls squarely within the language of my agreement (fee owed "if a candidate we refer to you enters into a service relationship with you or your affiliate"), I contact the guy who brought me into the organization to calmly gather some intel. Always better to keep your powder dry at first. I find that they've engaged my person as a freelancer for some project work. He understandably bumps me up to his boss, the one who signed my agreement. I feel like I'm on firm ground as I have a great fact set, I have a good relationship with this guy, and it's entirely possible that he is not aware of this situation since it happened in the other division. My expectation is that he'll want to make it right. Still, my antennae are fully extended for this call. He is pretty frosty as I lay things out for him. I'm assertive but polite and professional during the call. He begins making gratuitous assertions: "You've done some good business with our company…how you pursue this is up to you." I can tell I'm up against a blunt instrument. He keeps making this statement, so I conclude that he's trying to say that I should be grateful and let this one slide. His primitive debating skills finally get under my skin (my mistake). I ask, are you saying I should be expected to give away my work product just because I've successfully provided value to a client in the past? He chooses this opening for some selective outrage, saying he's insulted that I think he wants a freebie. I tell him I'm just trying to figure out his point by rephrasing a comment he's made several times during our conversation. By this point in the call, I clearly know the personality type I'm dealing with: a classic blustering hothead who lashes out when he finds himself boxed in by his own words. We end the call with him saying he'll followup with the other division. I send him an email thanking him for hearing me out, alluding to the goodwill that's been generated over the last year, and express my confidence that we'll be able to arrive at a quick and fair resolution. His reply states that yes, I have brought value and that my call was very professional until I accused him of expecting a freebie. He says it's safe to say they won't be using my services again. I reply asking him if he's kidding and just messing with me. I then contact the hiring manager from the second division by phone and get the clear sense that Hothead has already begun poisoning the well. Hothead then sends me another email, indignantly offering to pay my percentage on the freelancer out of his own pocket (it's a few hundred $$). In the interim, I have had collegial conversations with the 2nd hiring manager and she tells me (credibly, IMO) that HER boss went to school with the freelancer and so while it may not look great from the surface, no underhanded antics were intended. Still believing I have a case, I make a business decision to move on and preserve goodwill with her. I tell Hothead to keep his money as I consider the matter closed. I tell him that it's too bad that things went off the rails but I remain interested in fixing the relationship. Realistically I figure this will never happen. Hotheads never admit fault. Enter karma. Last week I got a call informing me that the medical director I placed under Hothead had resigned. And yes, it was 3 weeks AFTER the conclusion of her guarantee period. Karma, you sweet thing, you. Hothead emails me and asks for a copy of our agreement and a chat. During that call he says "You've probably heard that our medical director resigned. You're probably aware that it was after the guarantee period…" I interrupt him "Yes, I am very aware of that." <pissed off pause on his end>. He then asks me if I represented her for her new job. I have to admit I never saw that question coming, but my answer is easy and immediate. "No, I did not. In fact, my agreement with you protects you from that. That's not how I conduct business." (If I were him, I would have flown off the handle in indignant outrage, but I don't give others the power to insult me. Loutish statements reflect poorly on the people who make them, not their targets.) Incredibly, Hothead then tells me that he has an opening that needs to be filled (thank you, Captain Obvious). He says that he's "spoken with about 5 other recruiters" about how they'd handle a drop off just after the guarantee period. Wait for it-- He says that they would all try to work with their client in that situation. He then asks if I will discount my fee as a condition of working on this new assignment. I say that I can't speak for what other recruiters would do (he snappily replies "Well, I can!") and remind him that I extended a discount before the first project. I tell him I see no business rationale for devaluing my work under these circumstances; if anything, this is now a much tougher search than it was before. He then poses it as an ultimatum: "So you won't offer a discount?" "No thank you, I won't be able to do that." Then I'm told once again that they won't be using my services. I resist the urge to laugh and tell him that I'm no worse off than I was before the call began! Can any of you imagine the insanity of taking another search project from this person? What did I learn from this experience? Frankly, not much. I won't be changing my business practices just because of a fluky situation with an irrational client. Takes all kinds. Notwithstanding the freelancer issue, my agreement was strong and protected the client and myself in key areas. I was actually pleased with myself for being able to move on after this happened, although it does feel good to share/vent it with colleagues. Thanks for listening! --Chris…; Added by Christopher Perez at 10:35am on May 11, 2012

Blog Post: Social Media Dementia...: It's a funny old world, recruitment. On the one hand, you have some recruiters talking about social media like it's the second coming. On the other, you have others saying its simply the recruitment…; Added by Gareth Jones at 7:05pm on April 1, 2010

Blog Post: Scheduling Phone Interview: Recruiters' Guide for Efficiency: During this unprecedented time, we have witnessed the increase in both new virtual recruiting methods, including virtual…; Added by Ngan Pham at 11:21am on April 20, 2022