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Blog Post: Changes in Employee Benefits Communication You Should Make: Added by Timothy H. Olson, CEBS, CMFC at 9:48am on December 11, 2015

Blog Post: 5 More Corporate Recruiting Problems Impacting Agency Success

If you are a recruiting agent, you think that you influence a…

Added by James Chmielinski at 5:17pm on December 4, 2016

Topic: Russ Moon, The Sourcing Samurai: "Wisdom of The Trade": eers do are not equivalent to what illusions a magician pulls from a hat, but rather - the product of wisdom they have gained from years of dedicated inquiry, research and deliverables. Who better to start the series than my continuing conversation with Russ Moon, aka, "the Sourcing Samurai". • Russ Moon • Sourcing Consultant, Talent Find LLC • Richmond VA • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Blog • Office: 804-643-8604 • Mobile: 804-402-2364 • Email Q&A with Russ Moon Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer? Russ: In general employee referrals rank right up there for corporations. The internet with proper candidate development is even less, but frequently is not maximized in terms of the cost reduction potential. This is due to improper structure, inadequate training, process…..it only takes one fundamental block to be out of place to drastically dilute your results. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Russ: The computer does not know if you are looking for executive chefs, gas turbine start-up engineers or SAP FICO folks…that’s what I love is the variety of searches available. If you know the syntax, tools and techniques you can find what is needed. I love the hunt. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Russ: I have approached my training from a holistic standpoint in that I try to expose myself to a variety of training given that each has its own merits. My goal with each session is to learn at least 3 new things I can try to help me find talent more efficiently and rapidly. My education started in 2000 when I started with the original AIRS I,II and III (CIR) courses. Then I was fortunate to be on the AIRS University program during my tenure at MeadWestvaco while serving on their centralized recruiting team. I took full advantage and took like 9 courses in 7 months and that saturation training really leapfrogged my ability. About the same time I recruited Shally to help me go to the next level and started his apprenticeship program. We worked together several times a week, he would at times coach me on particular searches or even come online with me to search and show me new approaches. That one year, in retrospect evolved me more than 5 years of self study. My income based on what I could do experienced a nice surge during that timeframe…so something was working …at least for me. During my time at Wachovia I became involved with Broadlook Technologies and had some high caliber 1-1 training sessions with Kary Valley. Kary is simply scary smart and his impact on how I viewed what is possible in terms of data mining blew apart my mindset at the time. Delved very deeply into their Eclipse product, ultimately being named their first non-employee Black Belt. What still blows my mind is there is still a healthy amount of untapped capability that I have not harnessed with that product. I returned full circle near the end of 2008 and start of 2009 returning to AIRS to renew my CIR and earn the ACIR (Advanced Certified Internet Recruiter) and recently the CSSR (Certified Social Sourcing Recruiter ) certifications. Really enjoyed the experience and was pleased to see AIRS still bringing fresh content to the training space. Every conference I attend I have made a point to sit in on Glenn/Shally’s presentations to stay on top of new syntax and their approach to sourcing. Preparing to further study under Shally as his time allows to “take it up another notch”. That will happen this week in his home and I have asked him to put together a regime for me that is somewhere in intensity between US Army Ranger Training and an unsedated medical procedure. I want it to expose every chink I may have, put it out in the open and then we will jointly develop a written development plan to take me from point A to point B. I have also already heavily invested in some of Broadlook new training which is quite good. Improvement doesn’t just occur, you have to mentally be willing to pay the price just like an Olympic athlete who endures the workouts to condition themselves to perform at their peak. There is a great deal of informal sharing and training that goes on, specific people I seek on particular topics. It is just a matter of saying “I’d like to learn more about this” and it helps to bring something to the table to share with them. I love our community. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Russ: It really depends on the assignment. I no longer have a stock response of “I use XXX” because my toolkit has developed to the point of being somewhat unique and to tools to some degree can impact the direction the search takes based on the capabilities you have available to you. Of course, it comes back to skill and being comfortable with a certain procedure or tool or syntax which comes through practice. Lately, I find myself rethinking how to generate more speed in terms of my ability to find the same people I would have located anyway faster. The goal being to develop a more optimized toolkit and how I use it to allow me to deliver more talent in the same amount of time. Enjoying the process and several people have shared tips that have already shown me this is going to be a very good initiative. Some tools recently have been deleted, while in the last week I have added two new ones. Always evaluating and optimizing what works best in my assignments and if something doesn’t cut the mustard…it doesn’t last long. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Russ: Three tools when I first started (2000) that stood out as having either a “wow factor” or extreme utility were ACT!, AIRS Search Station (beta-tested) and EGrabber address grabber. • ACT! – has a lot of interesting features and I thought was pretty versatile • AIRS Search Station – my first foray into beta-testing and seeing a glimmer of how powerful search technology could be • EGrabber address – it worked, easy to use, worked with ACT didn’t have to worry about it doing anything except pretty much working. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? Russ: I had no idea what was involved when I started. I remember buying Paul Fordyce’s manual on recruiting and studying others to try to develop my own authentic style. Sourcing – was so new that few in our industry understood it, much less knew enough to set their expectations. I realized later, as I spent more time in the trenches that part of my role was to educate, facilitate, share and catalyze understanding. During that process I experienced some of my greatest moments of illumination. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that moment culminated into a true learning experience? Russ: Early in my career I would start sourcing, with an ‘eager to please’ attitude, without fully arming myself with all the information needed to really surgically source. This resulted in some near miss type candidates which were in the ballpark but not “Yes!” caliber. Intake Mistake …don’t make it and I will blog on this very soon. What I learned was ‘slow is really fast.’ Slow in terms of taking the time to really indentify exactly what we are seeking, mapping out where this talent typically would congregate and thinking through your toolkit to make a decision on which tool/technique/source etc is going to have the highest probability of revealing that talent pool on my screen so that the core pipeline can be built. The tool piece is a bit sophisticated because there are more variables to factor in, with practice you start dialing some techniques in and it is very pleasant when you see your results onscreen change from goobley-goop into pure usable talent….that’s an interesting moment every time. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Russ: I am being very authentic (which can be scary) and let my actions do the talking. If people are paying attention, they will get the message. Certainly, I’m very passionate about helping others learn more about sourcing because it is part of the giving back process. There is no doubt in my mind that I have some very bright folks who graciously mentor me and I want to extend their influence by passing that on to others. It never fails to help me evolve so that philosophy has resulted in one win-win after another. The forthcoming radio show, Sourcing Samurai, will be part of that effort where I’ll talk to very seasoned, knowledgeable experts who have spent the time in the trenches to really know what works about the people, experiences, training, technologies etc. that forged their sourcing mindset; changing how they approached their craft forever. Hopefully this very candid sharing will stimulate some thought in the audience over how they might learn from what the guests share with me. Research is as much about knowing how to find the answer as it is knowing it. I know the guests who are slated to share are people that anyone who wants to learn more would do themselves a service by making a decision to spend that 15 minutes or so with us. Understand I touched upon the Sourcing Samurai previously, but it bears repeating, something free you will not want to miss. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Russ: I developed a sourcing model and was able to navigate actually gaining senior leadership approval without any revision to the original presentation. Again my network served as a private sounding board which contributed invaluable insight. My experience at Wachovia/Wells Fargo truly ingrained the concept and value of open collaboration. It is a form of intellectual diversity which results in an end product which is far superior to simply locking yourself in your office and doing the work in a vacuum. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Russ: Striving for brevity for the sake of time while balancing that with ensuring the communication is effective and professional. Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Russ: My opinion, which I don’t confuse as fact Project Management - We need better skills there in general. We need to ask the right questions, i.e., “What’s the real scope ?” “What outside of the scope?” “Letting Perfect be the Enemy of Good” – at a certain point, get going, watch what happens and adjust accordingly. Jason Goldberg has a phrase “Ship it”, which I have adopted. “Ship it”, Just do it and adjust vs. waiting until everything is perfect and the window of opportunity it closed. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Russ: I love what I do. Learning new things, analyzing, meeting the people, the relationships that have developed and are developing, technology - and I get paid to do things I really enjoy. I love it so much I just want to keep on going, evolving, growing, and seeing where the journey leads. We are in an era of exponentially accelerating possibility and that drives me. Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done. Russ: I think for me personally I want to immerse myself in desktop technology and expand upon ways to increase the speed with which I source based on layouts, add-ons, toolbars and how I use them. It’s low cost, experience has shown me there is a lot of utility if you are disciplined in how you experiment and it sharpens your sourcing in general. Six Degrees: Anything you want to plug? Russ: My online Radio Show – "The Sourcing Samurai" - stay tuned lining up our first recording session now. My Arbita BlogBlog – http://aces.arbita.net/blog/Russ My Arbita Homepage Six Degrees: How Are You Going To Change The Recruitment Industry? Russ: I would like to help propel some of the thinking surrounding our industry. I would like to seed some healthy discussion, unearth some utilitarian tools, share with others and maybe inspire someone to really go for it. I have several experiences with “reverse mentoring” where I had a mentor who helped me with a topic and during that process I helped them gain a deeper understanding of what sourcing is all about. My new career provides opportunity for pursuing that passion and I truly enjoy the interaction with the super talented bright minds I tend to gravitate towards. Help bring Sourcing/Research a little more out of the shadows. Keep and expand my seat at the table as a trusted adviser to the Senior Talent Acquisition Leaders who engage me to the point they want to bring me back. Help inspire someone with the aptitude to pursue this career path and show where it can lead. …; Added by Dave Mendoza at 12:00am on February 1, 2010

Blog Post: An interview with VisualCV.com: I don't know how many of you have had a look at VisualCV.com yet? In a word: cute. Great idea, great networking capability, great future. We're all…; Added by Paul Harrison at 7:05am on August 18, 2008

Blog Post: Does YOUR business have the HR department it REALLY needs….“teaching dogs to tango”: Added by Peter Lanc at 5:32pm on October 27, 2010

Blog Post: Forget Big Data. Recruitment Has a Huge Data Problem.: Whenever I see an article on Big Data and how it's going to revolutionize HR from…; Added by Joel McLean at 5:13pm on August 14, 2015

Blog Post: The Next Level of Wellness: Removing Your Mental Block: Added by Timothy H. Olson, CEBS, CMFC at 9:26am on December 4, 2015

Topic: Midnight Magic Chat Log Sept 6, 2008: wn NOW. ****** Attend the MagicMethod FREE one hour LIVE phone sourcing classroom chats on Tuesdays and Thursdays at noon EST on the MagicMethod network here. ****** 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. ****** ****** Maureen I agree, D. Well, that's it for tonight - thanks for coming D! Email your questions! Denyse Diem agree to disagree, I always say! Denyse Diem I mean anyone who doesn’t like what you have to say. It's just your opinion - they dont have to agree! Maureen Oh - yeah, I agree. Me too - sometimes I am so full a' myself! Denyse Diem people tend to have a hard time getting over themselves! including my self at times i must admit! Maureen Who's that? Chat is definitely ginky tonight... Denyse Diem I think if they can't take the direct approach, they need to grow up or get out Denyse Diem yeah - I hope to live in CA for some period in my life. Didn't think I would be traveling like this tho....have to source a new job for my hubbie! LOL! Maureen There are some who don't like what I say (or how I say it) Denyse - as you get more into this community you will find out... Maureen I love Texas! And CA! Maureen That's right there is-when I first started sourcing my two biggest states for customers were CA and TX. Consequently they ARE big states but still I think that says something... Denyse Diem do you get into trouble? LOL! I hadn't heard of any - now I want to find out! LOL! Maureen Dallas is a beautiful city. Maureen In Dallas traffic? A 45 minute commute each way? NO THANKS! Denyse Diem there is so much work right here in Dallas Denyse Diem I agree M - the thing is - I would do it to see what the haps were in the medical world to create a niche for myself in sourcing in that arena - but the cummute is 45 mins each way....no thanks Maureen I don't suffer foolishness well anymore. That's why sometimes I get into "trouble" here on the boards... Maureen I know I sound hard - I am! Maureen Don't be fooled- he coulda' been playing you. The fact that he understands what a sourcer can do for his org leads me to think he may not be so green... Denyse Diem that or stressed....didn't ask me a single question! I led the entire conversation - they sounded to desperate Denyse Diem The recruiter who called me was very green. Maureen Sounds like a grinder. Maureen IF you can phone source you don't need any of that noise... Denyse Diem I've seen this job posted for several months - looks like a grinder Denyse Diem but it sounds like they want me to build their pipeline of candidates... Maureen Be careful - there are some characters surrounding us - some sharpies who understand what value we bring to the table and will try to "lure" you w/ promises... Denyse Diem so they have certain needs for certain specialties - ..yes, that's right...sorry I'm fading Maureen Oh. And pay you a small salary w benefits and then something on the if-come. I see. Denyse Diem opps - the day the doc starts the job Maureen I don't understand... Denyse Diem on site - sorry - they want me to be at their location near dallas. Denyse Diem small salary w/benefits, comission only start the day they start the job Maureen? What do you mean on sight. Maureen How are they offering to pay? Denyse Diem I was just offered a job to source for physicians only. On sight only tho. Maureen I think there are and I also think we're just scratching an itch... Denyse Diem I bet there are many applications for your sourcing that we are just not thinking of. Maureen Yup. Maureen I DID deal with characters. That's a good way of saying it. Denyse Diem no wonder you prefer the telephone! LOL! Maureen No - Mergers and Acquisitions but I could see application for marketing and advertising Denyse Diem bet you had to deal with some real characters Maureen I charged 12% of the sales price as a commission. Denyse Diem M&A = marketing & advertising? Maureen Yes - good way of saying it. Maureen Busienss intellignece (M&A activity) Denyse Diem so you were a broker for small businesses then? is that a good way to look at it? Maureen Sales. Maureen Good question. I have always thought many people could use sourcers. Maureen All types - usually they had gross sales up to $5-10million - occasionally higher... Denyse Diem who else uses sourcers? Denyse Diem do you prefer one to the other? Denyse Diem wow - what type of small business? Maureen When I first started- recruiters - nowadays it's pretty evenly divided. Denyse Diem so I had asked before so being so ruding interrupted...what entities yield the best jobs for you - recruiters? Hr depts? Maureen So THAT'S why my head isn't in it. I could tell some real horror stories... Maureen Me neither... Maureen I sold small businesses for 22 yrs - you think it's hard to make a placement? Try selling a busines to someone nobody will hire - that's WHO buys small businesses many times! Maureen No I only do phone banks when I have a need to penetrate a company for specific names...I don't data mine any longer though when I first started sourcing I spent many nights doing just that because I did not know what I was doing - it was a terrific learning ground for me... Denyse Diem so do you just data mine even if you don't have an immediate need for a name - during the holidays I mean? Maureen I don't want to have to develop relationships with people - the warm and fuzzy thing - I just want in and out - I enjoy the sense of completion a job started and finished in a few days gives me - placing requires months and months sometimes of sitting on pins and needles - who needs that? I'm not into any of that anymore. Denyse Diem here=hear LOL! good lord! Denyse Diem do you ever here of openings since you have good relationships with recruiters? And who are your major customers - recruiters, stand along company with an HR person needing help? WHo are the best folks to target? Denyse Diem but you were at one point? Maureen My head is not there. Denyse Diem what's your personal reason for sticking to the sourcing end? Maureen Doing placements is a whole different ball of wax...my head is not there anymore. Maureen The thing they don't get is that I DON'T WANT TO DO PLACEMENTS. Maureen I have never placed anyone. I get criticized occasionally for not doing so - people tell me I could make so much more money doing placements... Denyse Diem so you never try to place people? Just the names? Can I get an idea of how lucrative this can get as opposed to placing someone with a commission - actually, that may be a topic of discussion at some point Maureen Holidays and holiday weeks = Very valuable time! Maureen I always use holiday time to my advantage - holidays are great -for instance, many people go on vacation in a week that holds a holiday - and some of these will leave VoiceMail messages with valuable information on them when they combine one day of holiday with two weekends and four more days in the week to be away for a total of NINE DAYS with using up only FOUR vacation days! See how that works? So while they're away for those nine days they leave valuable info on their VoiceMails..."I'm on vacation - in my absence call..." Denyse Diem re phone banks - do you usually use holiday time to call into companies Maureen Sharib Yes and No, this isn't the only Magic chat. There are two other chats on the MagicMethod network – Tuesdays and Thursdays at noon EST. Here. Denyse Diem no - the magic chats....this is only the one here right? at midnight I mean? do you have chats elsewhere? Maureen It's an idea...maybe those who read this may want to offer their ideas on the subject... Maureen These chats D? You feel that way about these chats? Denyse Diem I wonder if instead of posting the chats, you just post a summary Maureen No phone banks this weekend. Denyse Diem it's a little frustrating reading through chats with all the banter, etc., I must admit. You have to read through a lot of conversation to get to actual points Maureen ALOT of people feel that way abt recording themselves - and it's even worse in sound - Animal has a hard time getting people to participate ont he Animal show because most people suffer mike fright... I know this to be true because one of my best sourcers comes out of the radio business and she says it's a common fear in broadcasting school... Denyse Diem so let's get to some meat then, shall we? did you call a bunch of phone banks over the weekend or were you too busy with the FL trip? Denyse Diem can't wait! Thanks for always trying to make it better! Maureen It will be much smoother - much easier to read I think. Denyse Diem okay - i'll pose my question/favor in a email to you then if you don't mind. Maureen I am in the process of revamping the delivery of Magic - you will be very pleased with the new format I think. Denyse Diem I hate having my words recorded! It's just a personal thing! lol! Maureen The longer lessons were sent to you in word so you can open, print (or copy) and read away from the 'puter. Maureen Yes. Denyse Diem by the way - is this going to be posted as well? Denyse Diem a lot of folks who can't attend b/c of work might be reading these tho...hard to choose Denyse Diem so don't get mad but last two weeks were a total blur and I still haven't been able to get to opening the first module. I didn’t notice that there was a note that the material could not be copied. I have a question or a favor to ask.... Maureen Many people like to read these chat logs - I am thinking about changing these chats to allow only PEOPLE WHO ATTEND them to be able to experience the chat - in other words - NOT make the logs available to EVERYONE – maybe only to those who attend regularly and registered MagicMethod students. It’s just a thought at this point. I think it would really improve attendance and participation. Maureen The ning chat does that but it does not allow to create a legend - this one will tell you how many are online but I guess Jason forgot to turn that function on when he switched from the ning chat tonight...ning chat tells you WHO is online as well - but it has no legend function... Denyse Diem Last time we were here there was some sort of counter that said how many folks were online and who many admins. Maureen I know what you mean - chat seems "sticky' tonight - is it for you? Maureen Who knows D there may well be...no way of telling... Denyse Diem I wasn't sure I'd have the energy to make it tonight - long day Denyse Diem oh- i misunderstood - I thought you said there were 16 of us here Maureen That's okay. Have you done phone banks since you started attending these classes? Maureen D I can't see who or how many is online so it may be just the two of us... Maureen It's more like a sales approach and for most people - sales is the LAST THING they want to be doing! I think old school recruiting may have attracted more sales types than administrivia types which what recruiting seems to suffer with today in many respects... Denyse Diem yes M -I see your point Denyse Diem Anyone else here want to chime in? you mentioned things we can do on phone banks or at night that would be good to get information in the chat description...anyone here call phone banks at night? Maureen It's a FAR DIFFERENT approach - far scarier for most people to approach someone who the likelihood is (80% or so) that they're NOT LOOKING for a job! In fact many times that's what the truly passive candidate says many times - first thing out of their mouths! Denyse Diem then the questions begin...how did you get my name, etc... Maureen Yes - Lou. Denyse Diem I've heard that name come up a lot - is that lou adler? Maureen Very FAR CRY from "This is so-and-so, we have an open position and we identified you hoping you might have an interest in our open position..." Maureen "This is so-and-so, I have your resume before me..." Maureen yes you have to call the candidate D BUT THINK what that call is like... Maureen BUT the trend makers have taken notice - I see guys like Adler giving it alot of attention and because he gets a pretty high profile (at least on ERE) things are changing... Denyse Diem Maureen the Sourcing Evangelist Maureen It's still very true today. I set out to change that. It's changing but very very slowly. Denyse Diem but if you rely on the boards don't you eventually have to call the candidate??? Maureen It's what got me active - Abt 4 yrs ago I read an article on ERE by Dr. John Sullivan - he said many recruiters and most hiring managers don't know what sourcing is. I was stunned. Denyse Diem who can share - sorry long day= typos Maureen I think old school knows what it is but the last generation (last ten yrs or so) have come up relying on the boards and the Internet and because it's less "pressure" to do things on a keyboard that doesn't push back at you many have never learned the ability to work the phone like it was once necessary - make sense? Anyone else have any ideas? Denyse Diem are there any recruiters here who share? Denyse Diem I think that many dont want to share the commision or don't see how they can increase their revenue with a sourcer Denyse Diem 95% of the recruiters I network with to learn more about the industry are stumped by what I want to do as a sourcer! Maureen Good question D. I DON'T KNOW. Beats the hell out of me. I have my suspicions though... Maureen I suspect. Maybe he can clarify that - he probably has and I wasn't paying attention... Denyse Diem why do you think that most recruiters don't know what sourcing is or rather that sourcing is its own industry Maureen GREAT recruiters can phone source. But, as in all things, few are great. It's one thing that contributes to greatness though, I strongly believe...Bill Vick says - ALL Big Billers use sourcers on the front end! Not sure how it's broken across phone/Internet but I SUSPECT a good number use phone sourcers. Denyse Diem but that was many moons ago Denyse Diem in the past I did Executive Dev. at a large financial institution in NYC and the previous to that some recruiting with Manpower Maureen Then you ARE a phone sourcer! Denyse Diem yes, for my self at this point. Maureen For your own recruiting efforts? Denyse Diem getting back into recruiting that is... Maureen You probably do your own sourcing right? Denyse Diem Denyse Diem interested in getting back into it Denyse Diem I'm taking some liberties I suppose - I will be a telephone sourcer Maureen You also do recruiting? Maureen Denyse - how long have you been a phone sourcer? Denyse Diem you are a motivating teacher! Maureen I'm going to write an article about cultural sourcing -I'm collecting information from anyone who wants to submit any - one subject will be how important it is to understand what time it is where you're calling - Hong Kong is what? 13 hrs ahead of us? Denyse Diem Hello folks, my name is Denyse Diem and I'm a Telephone names sourcer/ Researcher - some recruiting here in good ole Dallas, TX Maureen Denyse - you are really an avid student - you enjoy these chats? Yup, it's 12 Denyse Diem okay - so it's midnight at your part of the world! Maureen Thank you for attending the Saturday night MidnightMagic chat -would you all like to introduce yourselves?…; Added by Maureen Sharib to Phone Sourcing at 1:37am on September 7, 2008

Topic: Meet Kristen Durkin, Applying Her Passion for Salsa to People: IIPE Website: Facebook: Meet my friend, Kristen Durkin, Director of Business Development at International Executive Research (IIPE), a firm which specializes in multilingual talent research, Name Generation, Prescreening/ Qualifying of candidates, and direct contact; i.e. cold-calling and email Campaigns. Kristen is a member of my networking group, "Six Degrees from Dave", however it wasn't until last October during Shally's "Talent Researching in Latin America" session at the ERE Conference that we met. She sat across the aisle with avid interest and providing her own perspectives on staffing challenges and opportunities in Mexico. After the session, shaking hands I realized the familiar name was indeed an RBC regular and conistent networker within SixDegrees. I smiled, knowing that this was yet one more example of many that our group members come face to face within the industry - not a coincidence that its members are most active within it. The handshake began a day to evening to day after conference buddy-thon with Kristen supplying the wry wit and us delivering the laughter. One thing was certain, I would know Kristen for years to come - she is a walking best practices manual on Latin America and a good friend to have, not least of which is the quality of her friendship offered, but likewise knowledge gained. This is one smart, talented industry player with much to offer. I trust all of our community can embrace her with networking holiday wishes! Q&A with Kristen Durkin Six Degrees: Tell us of your home world. KRISTEN: I currently live between Mexico, but I travel a lot back to NYC where my family is and throughout the U.S.A for conferences. Basically, my “home” life is usually packed in my brown and pink luggage. I am not married, nor do I have kids (My father hasn’t been able to buy enough cattle for barter to get me married, but I promise once that happens I will request a follow-up Q&A to release the big news). I do have a greatly close immediate family; I am the middle child with an older brother, Jason who was recently featured on the History Channel; followed and documented as a NYC “Sandhog” and a younger sister, Maureen. My sister is a bilingual (Spanish/English) Speech pathologist. I have happily married parents named Mom and Dad, although some call them Andrea and Eddie, both of whom work in the medical field. Before I moved to Mexico I participated in Big Brother Big Sisters of NYC for many years www.bigsnyc.org. For those who are not familiar it is a mentoring program for inner-city youth. I perform Spoken Word Poetry throughout New York; including the NuYoRican Poetry Café. I try to perform at least once with every return to NYC from Mexico. The most important fact to know about me is that I am a “salsaholic” I dance salsa whenever I have time to get out there. It’s in my blood, if there is salsa music playing, I’m dancing! Six Degrees: How many years have you been in the staffing industry? KRISTEN: I have been in the industry for quite a few years, I first started when I was a freshman in High school. Six Degrees: How did you get started as a recruiter? KRISTEN: I began interning while in H.S at an HR Recruiting firm based in Connecticut, K. Russo Associates, Inc. I started by filing paperwork (which I hated) and uploading resumes into Vurve. Slowly, they allowed me to answer the telephones. The position continued to gradually evolve. Karen (the president of K. Russo Associates) began to invite me into the interviews, where I was strictly instructed to take notes and shut-up. Following the interviews I would compare my notes with the notes of Karen or the other recruiter’s. Eventually, I began screening resumes, searching the database for internal candidates, researching passive leads on the internet, and interviewing new, junior leveled candidates. After graduating High School I wanted to ensure I liked recruiting and not just K. Russo Associates. I took a position with a boutique consulting firm who places CPA’s. I had a mini office on 5th Ave. in NYC and thought I was going to move up quickly. After my first commission check, I swiftly discovered- I had much to learn; like negotiating! I learned a great deal from my “5th Ave” boss, but I decided to focus on school, graduate college and later I went back to work with K. Russo Associates again. Whew, that was a mouth full! Six Degrees: What single event had the most impact on your sourcing/recruiting career? KRISTEN: ONE single event? I remember answering the telephone while still interning and asking the candidate while I went to put him on hold: “Can I hold you for one moment?” The bullpen erupted in laughter and I was positive I would thereafter be banned from phone answering and sent back to the filing cabinets. Instead, I went on lunch, and returned to the whole office having added screensavers quoting my mistake; Karen thought it was hysterical and apologized for the “silly intern” who answered the phone. I know it’s a funny story, but as a newbie in the business it taught me everyone is human, when you make a mistake on the phone, laugh it off and keep on keepin’ on. For each mistake I’ve made on the phone I improved my future calls. Mistakes like this have impacted my career; when training other researchers I always emphasize that people like humans, not machines reading 100% off of a script, if you make a mistake learn and move on. If it was an innocently entertaining mistake, then laugh. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? KRISTEN: Here is where I look like a big schmoozer and all of my coworkers will make fun of me, but hands down my mentor in this industry has been my boss, Karen Russo. There is no “fluff” with Karen when you do something wrong, but when you do something right she will be the first to let you know. I remember at one point we were an office of only women and after one of the recruiters closed a deal, Karen would do a summersault or cartwheel (In a pant suit, of course!) to show her support and enthusiasm. She’s pretty hardcore. Six Degrees: Detail your position, responsibilities, size of your staffing organization: KRISTEN: I am the Director of Business Development for IIPE- we are an executive research firm based in Mexico. HYPERLINK "http://www.iipe.net" www.iipe.net I am usually found at Recruiting Conferences, either as a vendor selling the business, or as an attendee learning and bringing back new information taught in the sessions to our team in Mexico. I can still be found doing research and applying the new techniques learned in a conference session on a research assignment. We are continuing to build our team, right now we have a team of 5, but this is not including our back office support. I suppose I am different from the average bear interviewed by Dave, because I am on the research side of the business. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? KRISTEN: As a researcher, I admire the great sourcers; Shally Steckerl and Glenn Gutmacher for all of their help in teaching some of the most effective ways to use Boolean search strings. In addition to them a shameless plug goes out to Dave Mendoza as well, he’s helped build my network on LinkedIn and long before I had the delight of meeting him I always forwarded his weekly e-mails of the “top 10” and found him to be a great link to power-networking! (B) In what aspects are they superior? KRISTEN: A brief example: In October of 2008 I attended the ERE, fall meeting in Hollywood Beach, Florida. For anyone who knows me, they know I flew in from Mexico for the conference, I am an internet/phone sourcer and I happen to come from a Latin background. With that said attending Shally Steckerls “Sourcing for Latin America” was going to be exciting for me. I am not sure if I expected greatness from it, because I am so familiar with the topic , but I did in fact get greatness. Most of what was discussed is part of my everyday life, but Shally gave an excellent presentation, he was incredibly on point with his guidance as to how to approach a sourcing/cold-call and how it is culturally a different approach in Latin America. In addition I left the session and I was introduced to a few new websites, but for me- most important was that the topic of recruiting/sourcing in Latin America was brought to the table and was up for open discussion. It is, after all, an important part of the world! As for Dave Mendoza, I always admired the magic he’s worked on my LinkedIn network with his weekly top10 and have you seen his amount of connections lately? Funny enough the first time I met Dave was in Shally’s session for sourcing in Latin America. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? KRISTEN: Outsourcing research has become a huge topic of conversation amongst recruiters. As a provider of outsourced research, this impacts my work and IIPE greatly. As a growing commodity we’re forced to stay ahead of the curve with cutting edge technology and new training. The education for our group never ends. Six Degrees: Have you represented your company in the broader conference circuit? KRISTEN: I have represented IIPE at NEAPS, The Fordyce Forum, ERE, CAPS. For 2009 I am looking into the Kennedy Conference, NAPS and ASA in addition to the aforementioned, but we will see. Six Degrees: What is your next career goal? What do you need to do to get there? KRISTEN: One goal is to contribute in breaking the stereotypes of outsourced research. Not every internationally based research firm is strictly tactical (although trust me that I know, a lot of them are!). Our researchers have been trained by recruiters; they have been in the office with recruiters and understand the corporate infrastructure of the U.S. I can only help break this stereotype by proving out-of-house research can produce great results too! Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? KRISTEN: We have worked within specialized areas of talent such as IT, HR, PR, Biotech, Manufacturing, Security Cleared Professionals. This is just to name a few examples. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? KRISTEN: Because we are located in Mexico, most of our training comes from webinars. Second to webinars comes in-house training from Karen and myself and our training never ends. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? KRISTEN: If I listed every recruitment tool we use I would bore any reader from enjoying Dave’s Q&A’s ever again. We use SugarCRM everyday and Broadlook Technologies, our fingers for typing the necessary search strings and our mouths for getting past the gatekeepers. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? KRISTEN: I did do a lot of old school filing with a “Sort-All” (This tool is a yard-stick long list of the alphabet with slots so for placing the resumes in the correct order to thereafter be filed alphabetically). As for technology I used RecruitMax (Vurve), then of course excel, the internet and the telephone. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? KRISTEN: I am not sure I ever had expectations of being a recruiter, in fact I was going through the process of for law school when I moved to Mexico and decided to stay focused within the industry. However, I did expect to be intimidated on my first cold-call, but it turned out to be an absolute high. Everyone always talks about the initial fear, it rarely bothered me. With that said, when I began as the Director of Business Development, I remember walking into my first conference alone and being MORTIFIED. I was worried I was going to spend every meal, of every day, at a table by myself (which as most of you know, is impossible at a conference full of outgoing recruiters). In my opinion I would say the biggest assumption about my job is that people think because I live in Mexico – life’s a beach. Not so much! I try to get to the beach a few times a month. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? KRISTEN: Oh! Really, just one? Well… When I first started to attend business meetings and conferences – I thought it was important to get as many business cards as you can and just network, network, network. Truth be told- that’s a LOUSY practice to have. At the end of an event you have 500 business cards and about 30 seconds of conversation from each person, there’s no relationship develop. Even if you take notes on the back of your cards there is no way you can remember enough detail to make a non-generic e-mail for each of the business cards you snagged. My learning experience has been, develop relationships not just “contacts” in the Outlook address book. When you come back from a forum and you don’t have 3 good leads or candidate or contacts (whatever your goal is) it’s because you weren’t focused on developing the relationship! Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? KRISTEN: I don’t think this is the miracle “best practice” you’re all looking to read about, but what about good ol’ fashioned honesty being a best practice? I maintain honesty with my boss, our researchers and our clients. Honesty is my saving grace! Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? KRISTEN: Certainly, being asked how many names IIPE will generate per hour is frustrating. We do have such numbers because of metrics measures our in-house hours worked and naturally we can approximate the amount of leads developed in an hour. Nevertheless, it really depends on the research assignment. I have asked many researchers how many leads they will generate per hour and received a flat number in response, I’ve also I’ve asked others who are on my level and won’t lower standards to meet a lead per hour quota. It should be about quality vs. quantity. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? KRISTEN: I am thrilled when research has a result. On our side of the business the result is not always glorified or as immediate as a recruiter, but when a placement occurs off a list we produce it’s exciting news! Six Degrees: What one thing do you ideally hope to accomplish in 2008? KRISTEN: Professionally, I would like to increase IIPE business by 60% (or more) with at least half of our clients on retainer. A personal goal is to start a successful and sometimes read blog. For those who know me… know I like to talk. It would be a great outlet and prevent me from bothering everyone in my office with info they’ve heard from me100 times before. Look out for my blog… Coming To Audiences Soon! Six Degrees: Anything you want to plug? KRISTEN: Both of the below blogs are usually very funny, entertaining blogs which are most of the time geared toward our industry or sales. Try reading these: http://www.krussoassociates.blogspot.com/ http://www.feedyourdatabase.com/ http://www.fordyceletter.com/author/hdhuntrgmailcom/ If you’re interested in Behavioral Assessment Tools contact: Cynthia Rogers on LinkedIn http://www.linkedin.com/in/cynthiarogers Six Degrees: How Are You Going To Change The Recruitment Industry? KRISTEN: There is a core group of people who always attend the recruiting conferences. On the last day of the ERE conference this past October one of the vendors asked me “How are you always so smiley, even in the morning?” When I am at a conference, learning how to improve our industry it’s motivating. I hope to change the industry by staying passionate about what I do and getting plenty of rest to stay alert! (see photo)…; Added by Dave Mendoza at 9:35pm on November 30, 2008

Topic: Meet Geoff Webb, Hewitt Associates Sourcer & Toronto Community Activist: fferin Grove Park and volunteer within the parks and communities movements in Toronto. • Office/Cell Number (O) 416-530-4271 (C) 647-226-9322 • Email Geoff Webb has over 10 years of experience with Recruitment and Resource Management with some of the top consulting companies in Canada and the United States --- "Geoff is Canada's Most Connected Recruiter". In addition to his sourcing expertise, Geoff specialties include: Recruitment, Resource Management, Training and Coaching, Career Transition, Health Services and Privacy. Q&A with Geoff Webb Six Degrees: Tell us of your home world. Geoff: I live in Toronto with Michelle (we’ve been together now for over a decade), we have two daughters Inanna is six years old and Dara is two years old, we currently take care of three cats, a cockatoo (named Cookie) and a dog, wow, we really have too many pets. Not only am I a Master Sourcer, but I’ve been involved in Canadian politics for over 20 years, in that time I have worked for two Prime Ministers, one Premiere and a number of Members of Parliament. As well, I was once held by the Secret Service at the White House (it wasn’t my fault I swear). I was there on a school trip, a friend threatened to burn down the building, I got taken in for standing beside him (such an idiot). I am currently very involved with the Parks and Communities movement in Toronto, where we try to focus communities around urban park spaces. If you want to see a great model for an urban park check out www.dufferinpark.ca - we rock. When we’re not volunteering I like to spend time with my two little girls, we hang out a lot with friends in the parks, but also like to go rock climbing, we are all avid rock climbers (so if you know of any good rock, I’ll climb it). Currently my eldest daughter and myself are trying to figure out if it’s possible to build a zipline in our backyard Six Degrees: How many years have you been in the staffing industry? Geoff: started out in recruiting at Parachute Community employment centre in 1989, so I have been in the staffing industry for wow, for 20 years now. Six Degrees: How did you get started as a recruiter? Geoff: Funny story actually. I didn’t want to be a recruiter. At first I went to theatre school and aspired to a career as a Stage Manager. I’ve always had an artistic side of me, however, after about three years of Theatre School I decided that I really couldn’t stand actors and that might get in the way of a career. So I went to work for my friend Tim McVegh who ran a community employment centre (Parachute, named after “What Color is your Parachute”). My job there was to assist underemployed youth in the Regent Park area of Toronto to get on-the-job skills training through a Government of Ontario program called Futures. That got me hooked so I worked my way through school and got my certification in Human Resource Management. When I did the course I thought that I wanted to be in Training and Development, but during my coop I ended up working for Canadian Tire as a Staffing Assistant. Now this is where it got really interesting, growing up my father was a professor of cognitive science at UofT and so we had a lot of computers around the house. I got the job at Canadian Tire because they were implementing a new ATS called Restrack Hire (which eventually became Taleo) and I understood both the HR world and the technology world, and Canadian Tire was the first company in Canada to implement the system. My role was to work as a Jr. BA on the implementation. Through that process I became very interested in Recruiting and started to assist on some of the Campus recruitment initiatives. And that’s how I got started in Recruiting. Since then I have mainly focused on Technology hiring because I have a love of Talent Acquisition and Technology. After Canadian Tire I worked briefly for a year with a Technology agency called Ian Martin IT, until the VP and a good buddy Craig told me that he didn’t “want to hold me back from something better” (no Craig Silverman it wasn’t you but I love that line). I then spent the next few years working for Computer Task Group on the IBM account as an RPO recruiter, this gave me the opportunity to manage recruiters as well as move my young family to Vancouver for a year…since then Vancouver has been our second home. It also gave me the opportunity to meet some really great American recruiters and learn the phrase “that dog won’t hunt”. After deciding to return to Toronto I worked for Xwave, Cognicase and then CGI (where I briefly delved into the world of Resource Management). After leaving CGI in 2002 I started to really become interested in the Candidate Generation or Sourcing side of the business. So I started my own company and with the help of my friends at Head2Head worked for companies such as T4G, Microsoft and Tucows (thanks guys). I then did a pure sourcing gig at Intuit for two years where I had the great pleasure of working with some of the best sourcers in North America under Traci Wicks (who btw rocks). I also got to attend the first Sourcecon and really started to delve into my community of peers. I am currently working with Hewitt Associates on the Central Sourcing team, again, I am very lucky to work with such a dedicated and smart bunch of folks under the inspired leadership of Chris Gould and Cynthia Wehrenberg. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Geoff: I can remember the day when the sourcing world really opened up for me, during my stint at Microsoft Canada I sourced and recruited for the Enterprise Services team. Let me say that it was a challenging assignment, as you had to find people that not only excelled technically but also were prepared to go on the road 80% of the time. We were using all the usual channels at the time, however, one day I was having lunch with a couple of the folks who were Technical Evangelists, and they were talking about the Microsoft Developer contests that were going on. It sounded both interesting and a lot of fun, so I inquired further about, well, what the heck they were. At the end of the conversation I was dumbfounded to find out that we already knew most of the best talent out there through the contests, but no one had thought to connect the contests to Talent Acquisition, and that’s when it struck me, everything can be about recruiting. You just need the proper recruiting ecosystem in your company. That’s when sourcing became really interesting for me, the more creative the approach the more exciting I get about it…and over the years I’ve done some crazy things, set up hotdog stands across the road from competitors, rode the elevators looking for contacts, crashed conferences to meet with developers. But I’d have to say that was a defining moment for me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Geoff: you know I can’t say that I have any one mentor, however I have to give props to some folks for really opening my eyes to the sourcing world and community based recruiting. A big prop has to go out to my friend and mentor Traci Wicks at Intuit, Traci really taught me two valuable lessons 1.) that online communities are great but always need to be supported by direct human connection and 2.) your sourcing strategy no matter how complex should always answer the question “how am I going to move this person from a prospect to a hire”. I will forever carry those lessons with me. As well, Leslie O’Connor gave me the opportunity to connect with so many people that share a common passion for sourcing through the Sourcecon venue. I owe many of my relationships with my fellow sourcers to Leslie. Speaking of community builders I would be remiss in not giving a shout out to my fellow Torontonian Jason Davis, Recruitingblogs has been a great place not only to connect to the recruiting world but also to see how vibrant online communities can be created and maintained. Also huge shout out to all those sourcers and recruiters that I connect with regularly to share ideas…unfortunately to numerous to all name here. Six Degrees: Tell us about your position at Hewitt: Geoff: Currently I am a Sourcer on the Central Sourcing team at Hewitt Associates, I work on a team of seven sourcers under the direction of Cynthia Wehrenberg, besides my everyday sourcing duties of finding the best and brightest of the HRO world I also work on researching and evaluating new sourcing tools and technologies and then showcasing those technologies to the team. Further I am involved with the team building out the Hewitt social media strategy (with my good friend the brilliant Michael Marlatt), an opportunity that I am very excited about. I am extremely proud to be working on a sourcing team that has come so far so fast, in six months we’ve really become a force to be reckoned with in the Sourcing world, I would put us up against any sourcing team out there today, yeah, I mean you - bring it. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Geoff: Wow, so many, however, if I had to pick the top three I have always admired the work that Marvin Smith has been doing over at Microsoft, building Talent Communities that are true self sustaining and self propagating. I also really enjoy the work being done by Chris Hoyt and Amybeth Hale over at AT&T around the integration of their social recruiting elements, and last but not least I am a huge Josh Khan fan, he’s both a cool and very smart guy and understands that not every tool is made for every job. (B) In what aspects are they superior? Geoff: you know in all these cases including Hewitt, I am highlighting companies that are daring to be different, to push the boundaries of traditional Talent Acquisition, to really delve into social recruiting, daring to make mistakes and learn from them. I have a lot of respect for any company that puts themselves out there and is prepared to make some big OOPS. Another very important lesson that I learned at Intuit was if you aren’t making mistakes then you’re probably not innovating. In all my favorite companies I see a lot of innovation in our space. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Geoff: Hmmm, let ‘s see, Job Boards, yeah, they’re going to replace Third Party Recruiters…wait, wrong decade. No, seriously for me it’s got to be two things, 1.) the emergence of social media, and when I say that I don’t just mean Facebook, Linkined, Twitter, I am thinking beyond that with Diigo and Del.i.cious and other social bookmarking sites like Stumbleupon, I am talking about blogs, widgets, anything that can tell me more about you as a person other than your resume and can allow me to connect with you as a person more fully and 2.) (this is me Faith Popcorning a bit here), the fact that the future of Sourcing will be less about resumes and more about the content, I as a Sourcer I will be more interested in what you demonstrably know than what you have written on your resume. Six Degrees: Tell us about your broader involvement within the staffing industry: Geoff: Granted I haven’t been a huge conference attendee (probably that long trek across the border), however, I have religiously attended both Sourcecon conferences and have attended Recruitfest and RNG here in Toronto. I look forward to the day when Canada can say that we are in the Talent Acquisition conference game, I hope that day will come soon. Six Degrees: Can you detail how the recession has affected your particular industry niche? Geoff: I have been very lucky not to be a member of the unemployed up to this point during the recession. However, I know many of my fellow recruiters and sourcers that were downsized during the recession. To try to combat some of the effects of the recession in Toronto we started a monthly meetup of recruiters, hoping that the direct connections that we make will entice folks to help each other seek clients, new gigs, contracts, whatever they need. 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. Geoff: Well, let’s see, the last time I was looking for work I started a Facebook group and called it “Help Geoff Webb Find a Job” and invited all my “friends” to the group, I would then keep them updated about my job search status, I also run a number of social networks for Canadian Recruiters and have invited my Linkedin friends to a Ning group called “Friends of Geoff Webb Worldwide”. I help to run the Sourcecon Ning site and I am a regular contributor to Recruitingblogs.com. I also have one of the largest Facebook networks of recruiters on Facebook - all these media allow me to stay in touch with my community and share information with them. As I stated above I am also the organizer of the Toronto Recruiter Meetup and I am often called upon by community groups in Toronto to set up their online social media. I would start my own radio show, but Animal has that covered. 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? Geoff: Don’t ignore people, and be your authentic self. The best way to tick people off is ask them for something and then ignore them when they come calling to you. I try my best to answer every wall post, every Linkedin inquiry, every Tweet that I get, otherwise, I’m just another avatar out there. As well, do “pay it forward”, helping someone today can often become an opportunity of tomorrow. Six Degrees: What is your next career goal? What do you need to do to get there? Geoff: I’m torn there…on one hand I would like to be the Talent Community Manager, and work within social media to grow and enrich Talent Hubs or Communities by providing interesting and rich content but also introducing an element of the human touch, I don’t have it all figured out yet, but I’m learning. I could also see myself as the Product Manager for the next killer recruitment app out there, again, not there yet, but I’m learning. Industry Recommendations for Geoff Webb “Geoff and I worked together at Intuit, as Senior Recruiters, and then he moved into the Candidate Generation Team. He is passionate about building recruitment pipelines, creating sourcing strategies, training peers in technology tools that increase their ability to effectively use the newest and latest & greatest tools and, last but definitely not least creating new social networks. Geoff is an Excellent Sourcer, with many tools at his disposal and full of ideas, strategies and networks. He brings alot of tools and ideas to the Table and can help a Recruitment Team and the related Business Groups find a good solution to enable them to Hire the right people and talent!” October 17, 2007 Linda MacNeil, Senior Recruiter, Intuit Canada Inc. “Geoff strives to always look at new innovations in sourcing from a technology perspective. If there is something new out there he is the expert. Geoff also is a GREAT trainer and is committed to training new sourcers so they become successful! When brainstorming with Geoff there are no obstacles always solutions. Thank you Geoff for being such a committed innovator in sourcing.” August 13, 2007 Top qualities: Personable, Expert, Creative Traci (TWicks) Wicks “Geoff managed a heavy recruitment load, and was successful in establishing a user group for Java programmers. He always knows about the latest technology and sourcing strategies, effectively determines technical competence among candidates,, and managed the hiring relationships with ease. He is a pleasure to work with and is willing to share ideas and best practices.” September 10, 2007 Janette Richards, Recruitment Consultant, Intuit, Inc.…; Added by Dave Mendoza at 8:03am on July 6, 2009