Search Results - network game

Blog Post: Recruiting the Misunderstood Part One : Understanding Gen Y

Recruiting Generation Y is a topic on the minds of countless…

Added by Amy McDonald at 4:09pm on October 15, 2013

Blog Post: Why Millenials Hate Recruiters and How We Can Solve It: Building Materials Recruiter James Aiken lists and details common complains from college-aged individuals when it comes to dealing with recruiters. Keep in mind, these same…; Added by James Aiken at 3:11pm on November 17, 2016

Blog Post: Employers: Don't Make These 4 Mistakes When Working with a Headhunter

MYTHS CAN BECOME REALITY

As a…

Added by Roy Munk at 9:26am on April 4, 2017

Blog Post: JOB ADVERTISING, DARE TO BE DIFFERENT

Job Boards Are Alive ~~& Kicking~~

As a…

Added by Chris South at 2:01am on July 22, 2015

Blog Post: Campus Recruiting Post COVID - How Should You Prepare?: It seems in person events will be back in the recruiting agenda of a lot of recruiters. Have a look at a recent …; Added by Ngan Pham at 12:15pm on August 8, 2021

Topic: Are Assessments An Unnecessary Bottleneck In The Hiring Process: I have seen just about every way to try to make money in the "staffing" (for lack of a better term) industry and the only thing that always works is picking up a telephone, calling a president, owner, or GM, getting sendouts, then closing immediately for an up or down decision. That has always resulted in great success. To my way of thinking, anything which detracts from quick decisions harms our business. Perhaps I am unclear about KeenHire, and I can see a lot of utility for using it for hiring recruiters into search and placement firms but, frankly, I would not want to see a hiring company add it to their hiring process. It seems to me that KeenHire adds a step to a hiring process, is an "assessment tool", brings "logic" rather than emotion to the process (people buy on emotion), and results in slower hiring decisions. Quick decisions are what the entire placement planet desires because we all know the passing of time kills placements. Worth noting: to me, "quick decisions" does not mean "bad hiring decisions made hastily". It means good hiring decisions made quickly. Neil P. McNulty McNulty Management Group Virginia Beach, VA Neil, I can appreciate your concern. Let me shed some light on first why I developed KeenView and secondly how it is used to not lengthen the process yet how it is used to manage, control and shorten the hiring process. As a top producer for many years myself and having relationships with many different companies and hiring authorities; I saw how many companies were adding dimensions to their hiring process that I had no control over. Many of my clients were using some type of selection tool in the final stages of the hiring process. In several cases I found myself and my team at the affect of another 3rd party, one that did not have the knowledge that I did in making a hiring choice. As I conducted more research and asked more questions, the information that I gleaned brought me to new possibilities in recruitment and new openings for actions for my career and for our industry. KeenHire was not created to lengthen the sales, recruitment or closing cycle, it was created to arm 3rd party recruiters with better tools to serve their clients with on the front end. When used appropriately behavioral interviewing (KeenView) places the recruiter as an expert in selection. It sews the recruiter into the selection process and eliminates last minute ‘think about its”. Given the process for effective behavioral interviewing begins with benchmarking the role; the recruiter immediately positions themselves in the key strategic conversations that true account development and management are made of, and frankly is allows for more process control across the board. When the traits and questions are created and agreed upon, a good account manager will manage the recruitment process and hone in on putting the right candidates with the right stuff into the top of the funnel. Whether you delegate or conduct the sourcing yourself knowing what your client needs from a behavioral stand point alters the course of the search. By the time the candidates are submitted to the client, the client is well aware that these are the top tier candidates who are clearly the best fit for the role and there will be no need to see anyone else. Another point I want to make is that the candidates are also clear that they are the best person for the job, as candidates who are not serious about the role will not waste their time in the assessment process. KeenHire also is a distributor for some of the top personality assessments in the market place, my intention with this service offering is not to get in the recruiters way; it is to arm them with the knowledge they need up front to recommend their clients use the appropriate assessment in their hiring process. If the person accountable for finding the right talent understands and has a say in the tools their employers are using, they are equipped to submit candidates who will fit the bill. On the contrary when a recruiter is out of the loop on the products their clients are using to evaluate their candidates’ abilities, they are left in a vulnerable and powerless position. All assessments are not created equal and in many cases companies are using inferior or inappropriate products to evaluate their candidates; with your knowledge comes power, with your power comes insight and with your insight comes solid recommendations from you for the ‘right’ product. At Alliance HR Network, (my previous company) we assessed the role we were recruiting for up front. We sourced, recruited and evaluated candidates in the beginning of the process for their viability for a specific client, if they were not a fit, we held on to them for something else; however we did not try to fit a square peg into a round hole. For direct placement this worked. We made money, had exclusive contracts and mastered the ability to replicate quality on a large volume. At Keen Consulting, (KeenHires’ search recruitment process outsourcing and consulting business) our model is; we charge the companies upfront for our consulting services which begin with evaluating their needs from an organizational perspective, assessing the key stake holders that this role impacts and benchmarking the role in question. What this leads to is a better understanding of our clients, stronger insight into the key performance indicators and a strong focus on ‘what right looks like’ in the company and in the role. This entire process directly impacts client’s organization effectiveness, which leads to profitability and a higher return on the hiring investment. When I approach my sales calls for search and recruitment outsourcing with this results orientation, companies are hard pressed to say no to my (keens’) offerings. The bottom line is that most companies are using some sort of tool to evaluate ‘our’ candidates and in many cases; ‘we’ have nothing to say about it. Keenhire changes the game and puts the recruiter in the power position of being the Talent Acquisition/Human Capital Consultant. The breadth that one can reach in that role is much deeper and wider than putting the right butt in the right seat.…; Added by Margaret Graziano at 11:50am on September 8, 2008

Topic: HRTech News: Jibe Ready To Storm The Stage – And The Floor – at The 2014 HR Technology Conference: 14 HR Technology Conference, the industry’s largest event focused solely on the latest technology innovations in HR and talent acquisition. Comcast Cable’s Vice President of talent acquisition, Raúl J. Valentín, will join Jibe CEO and Founder Joe Essenfeld on stage in a breakout session to share how the companies have worked together to revolutionize the global media and technology giant’s hiring practice through mobile apply and recruiting analytics. Jibe customers Microsoft and Informatica will also share their stories from the Jibe booth (#2234). Jibe’s recently-released 2014 Talent Acquisition Survey revealed that 70 percent of today’s job seekers want and expect to use their mobile devices to not only search for open positions, but to apply to them as well. Yet the same survey revealed that adoption of mobile recruiting within the corporate world is still lagging. That is not the case for Comcast, a clear early adopter and first mover in the mobile recruiting revolution. Valentín and Essenfeld will share the story of their journey in a breakout session on Wednesday, October 8th at 11:00 a.m. PST. “Delivering an optimal candidate experience is the end goal for any recruiting organization, and that means ensuring that you meet and exceed the expectations of today’s job seekers, making it easy to engage and apply regardless of the technology being used,” commented Valentín. “Your recruiting practices and how you attract and engage candidates is an overall extension of your company’s brand, so it’s crucial to get it right. We found Jibe to be the perfect partner to help us achieve that goal, and are excited to share our story at this year’s HR Technology Conference.” In addition to its joint presentation with Comcast, Jibe will be displaying its full suite of cloud-enabled, mobile-first recruiting software solutions. Jibe Apply – Recognized as the industry benchmark in mobile recruiting, Jibe Apply allows job seekers to submit completed applications from any device — smartphone, tablet, laptop or desktop – ensuring employers offer a consistent and optimal candidate experience. Jibe Recruiting Analytics – Recognized at last year’s conference as one of a select few “Awesome New Technologies for HR,” Recruiting Analytics gives recruitment professionals the insight they need to make better hiring decisions. Jibe Candidate Connect – Jibe’s talent network allows job seekers of any kind – passive or active – to quickly and easily connect with employers while giving talent acquisition professionals the tools they need to seamlessly conduct effective, targeted outreach programs. Jibe Post – Jibe Post enables quick and easy distribution to any job board, backed by powerful analytics to better understand which channels are working to maximize ROI of a company’s recruitment marketing spend. Lastly, Jibe will roll out its latest game-changing solution, Jibe Insights, at this year’s HR Technology Conference. Details will be made public at the Conference. Attendees can visit Booth 2234 to learn more. “The HR Technology® Conference continues as the world's largest gathering of people that care about HR technology and as a showcase for how leading organizations around the world are solving business problems and driving improved performance with technology,” said Co-Chair Steve Boese. “The Conference provides HR professionals with the opportunity to hear, meet, and learn from dozens of HR and organizational leaders first-hand as well as connect with all the leading HR technology solution providers in one place. HR Tech has simply become a "must-attend" event for HR leaders.” “If we’re about one thing at Jibe, it’s delivering the ultimate in candidate experience,” said Essenfeld. “To work with companies like Comcast, who understand the importance of delivering that experience to candidates, and to have the opportunity to share our story together with them at a venue as esteemed as the HR Technology Conference is a distinct pleasure and honor. We’re looking forward to the show more than ever this year.” About Jibe, Inc. (NEW) Founded in 2009 on the principles of improving both the job candidate and hiring professional experience, Jibe is on a mission to transform hiring. Adopted by many of the world's top companies – including Accenture, Macy’s and Walmart – Jibe provides cloud-based, mobile-first recruiting software to enable companies to better attract and engage top talent. Jibe’s solutions empower companies to reduce inefficiencies in their talent acquisition practice through data and analytics, mobile optimization, next-generation talent networks, social referral software and job distribution solutions. Full integration with applicant tracking systems, combined with a SaaS delivery model, provides a seamless solution without disrupting processes or impacting IT resources. Jibe is headquartered in New York City and is backed by top investors, including SAP Ventures, Longworth Venture Partners, Polaris Partners, DFJ and Gotham Ventures. For more information, please visit www.jibe.com and follow us @Jibe.…; Added by Tim Spagnola to HR Tech Conference at 10:08pm on October 5, 2014

Topic: Meet Jim Fowler, CEO of Jigsaw: "Cloud-Based, Database Automation As A Service": I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams ... Twelve years in sales left me frustrated with the time-consuming practice of finding contact details. I said, ‘There’s got to be a better way.’” We live in an economy now where people make a living with their brains as much as with their hands. I spend a lot of time creating and working with people" “We are on a path to go public. We have the chops to become a billion-dollar company” • Jim Fowler • CEO, Jigsaw "The Crowd-Sourced Business Directory" • San Mateo, CA • RecruitingBlogs Profile • Linkedin • Twitter • Jigsaw Tweets • Facebook • Corporate Website • Join Jigsaw and earn 20 free passive contacts Over the last several years, I have had the pleasure of getting to know Jim Fowler at the various staffing industry conferences. He will spontaneously offer to find a bench to catch up, and is one of those executives without any pretentiousness. In fact he is a rare breed among the approachables: he will speak to you and recollect from the mundane to the significant that you have shared with him, and in each response he is direct, substantive and charismatic. For a CEO, he is less about watching the clock than he is more about getting to know you and the topic at hand. He didn't build a business simply for a dollar's glance - he truly wants to contribute to what we consider Game Changing ideas in the art of commerce. Prognosticators will tell you Information is the most powerful weapon of the 21st century. It isn't simply about hardware and software - it's also about field entries. The market for Database information is a $50 Billion dollar business. Billions within it are likewise exceptionally relevant in how our staffing industry generates and collates that data to produce and introduce prospective passive and active candidates to employers of choice. What more relevant subject for today's feature than someone whose daily effort is to find knew ways to vett quality and quality utilizing the social aspect of community data sharing? For me personally, I cannot think of a more valuable way to verify my name generation leads and to contribute them to the broader concept of community. It's a pleasure to introduce you to my friend, Jim Fowler. As Chief Executive Officer of Jigsaw Corporation, Jim Fowler provides direction and leadership toward the achievement of goals and objectives at Jigsaw, a leading provider of business information and data services that uniquely leverages user-generated content contributed by its global business-to-business (B-to-B) community. A veteran sales executive, Jim has more than 12 years selling software for marketing and collaboration applications. Before starting Jigsaw, Jim served as VP of Sales at Digital Impact (DIGI), Paramark and TightLink. In these roles, he built sales departments from the ground up focusing on sales strategies and processes. He was able to leverage his experience as an outstanding sales manager at Personify and NetGravity. Prior to his career in software sales, Jim owned and operated Lookout Pass, a ski resort in Idaho. He also served in the US Navy as a Diving and Salvage Officer. Jim graduated from the University of Colorado. Q&A with Jim Fowler, CEO of Jigsaw Six Degrees: Tell us of your home world. Jim: I have been married Holly Wiebe for ten years. We met through my wife's best friend who was dating one of the ski instructors I knew and we were introduced to one another. We have a son named Six (who is eight years old) and a Labradoodle named Comet. Our family skis/snowboards all winter and camps all summer. Our favorite type of camping is canoe camping. You go to really beautiful and remote places and still carry enough stuff to eat and drink really well. There is nothing better than an after dinner cigar around a campfire beside a high Sierra lake! Six Degrees: Tell us about your Company, Jim JIM: I am the CEO and Co-Founder of Jigsaw.com. We have 120 employees. Most of our employees are software developers or sales people, but we do have a full time recruiter! Jigsaw is a Global Business Directory of company and contact information. Jigsaw was in Beta through summer of 2004 and officially launched in December 2004. We have over three million complete company records and 19 million complete contact records. Members get contacts they need to recruit, sell or market by adding, updating or graveyarding records. Jigsaw Pioneers Data-as-a-Service. The ability to quickly find people in a target organization and contact them directly is an essential means to gain an edge in a very competitive marketplace. Jigsaw provides very simple, but required data that every single recruiter needs to do their jobs – company and contact records. Jigsaw is essentially an open database, along the lines of Wikipedia. Salespeople looking for say, a buying manager in a given company, swap one of their contacts to access the lead they need or they can buy it for $1. Every one of its contact records is complete with email and phone number. (Note: 72% of Jigsaw records have a direct dial.) We make money by selling data and data hygiene services to corporations. Six Degrees: How was Your Company Founded? JIM: Jigsaw was founded by myself and Garth Mouton on Oct. 31,2003. We are venture backed and have raised $18M in venture funding. I came up with the idea for Jigsaw after 12 years in software sales left me frustrated with the time-consuming practice of finding correct contact details within a company. Prospecting lists were costly and usually full of outdated information. Six Degrees: How did you get started in the industry? JIM: Jigsaw was founded out of pain. I was sick and tired of the expensive and crappy lists the marketing team would buy for my sales teams. (I was VP of Sales at an email marketing company called Digital Impact). I knew there had to be a better way and the idea of a crowdsourced business directory popped into my mind. The idea for Jigsaw was germinated in the summer of 2003. We raised our first round of funding (of three total) in December of 2003 and formally launched Jigsaw in December of 2004. When I was vice president of sales at online advertiser Netgravity (now part of Google’s DoubleClick), I asked a sales rep nicknamed Tark “to cold call into Sprint PCS until he got us a meeting. It took him two weeks. I said, ‘There’s got to be a better way.’” Six Degrees: What is the broader picture of how the data business operates Each year, corporations spend over $50 billion a year on B2B marketing data. Your usual data acquisition avenues – list rentals, online data services like Hoovers, OneSource, and that old technique cold calling – are hard and expensive and don’t provide automatic updates, maintenance or net new records. Six Degrees: How/ where did you develop investors? JIM: We are located in the Silicon Valley. This is the land of venture capitalists. Just follow the signs to Sand Hill Road! Six Degrees: What is Your Company’s Value Proposition? JIM: Our value proposition is that we are the best source of data for recruiters who do passive recruiting. Every one of our 19M records is complete with name, title, business phone and business email. Our service is free. You can exchange business cards you have for business cards you need. If you don’t want to exchange you can purchase our records. Our data is the best available because we have one million members who clean and maintain the database (for credits). We are similar to Wikipedia in that many people build and maintain our database. Six Degrees: How do you plan to make Jigsaw into a Game Changer? JIM:The goal is to do the same exact thing to the data layer that salesforce has done to the software layer. Ten years ago, when Salesforce first got started procuring and managing software, Today if you look every company that sells B-to-B, they're procuring and managing the records that populate their CRM solution. the lead records. contact records, the account and the lead records. What Jigsaw DataFusion provides is unlimited access to Jigsaw's community vetted database. Overall, Jigsaw has established a robust database of over 19 million records, and it grows daily by 25,000. The Database as a service is their Game changing premise. It used to be known simply as a cool social aspect of keeping data fresh to make sure it is kept up-to-date, but now the concept has expanded by volume, accuracy and automation: With DataFusion, What we do nightly is that we take that data and put it in the cloud and every night compare our client's data to Jigsaw's. Given Jigsaw doesn't allow partial data - the data is refreshed and complete, coming in everyday, flagging records, piping all those changes every night in an automated way; Matching, filling in all the fields, flagging their dupes, a process of 'stare and compare' of records. We pipe in new data that matches the client's administrative criteria. In an SaaS mode. It will no longer will be a one off, and will transform the data business. Data Fusion comes as a monthly subscription service but companies can reduce the usage costs by contributing back to the Jigsaw system. It connects with a CRM system and automatically matches and updates records daily, with a dashboard to monitor activity and changes and the option of accepting or rejecting any specific updates. Administrators can pick which fields in each record they want to synch daily. After Salesforce, Jigsaw expects to add other CRM systems and databases this year and next. It has published an open API and a Developer Toolkit so any CRM or database vendor can integrate Jigsaw. Data Fusion comes on a per-seat, per-month basis just like Salesforce and other SaaS providers. A full license like a big OEM just bought runs $500,000. With Data Fusion, if you have 25 seats of Salesforce, then you buy 25 seats of Jigsaw. Six Degrees: Are you importing contacts from sites like LinkedIn, Hoovers and others? JIM: No. Every contact in Jigsaw has been added by a member. We started with 20K contacts and now have over 1.7M (and growing by 10K new contacts per day). Even if we wanted to import contacts from other sites we couldn't because Jigsaw requires every contact to have complete information including phone, email, title, etc. Phone numbers and emails are hard to get and are usually not provided on other sites. Six Degrees: How does Jigsaw use social media networks and your blog to connect with customers and prospects? JIM: Like Wikipedia, Jigsaw links out to the best possible information. Every contact record has a link to Google and LinkedIn for automated research on the contact – such as looking at a biography. Because Jigsaw is a community of sales professionals our blog and message boards are critical for communicating closely with our community. We also have large followings on Twitter and Facebook. Six Degrees: How do you control members from sending out spam emails to contacts in Jigsaw? JIM: Jigsaw's model isn't a good fit for spammers. Too much work or money is required to get information off in the quantity needed by a spammer. Jigsaw’s members primarily do one-to-one marketing versus one-to-many marketing. If a member is caught doing anything unlawful or against Jigsaw's rules, the member will be banned from Jigsaw permanently. Six Degrees: What is the pricing structure for your services/products? JIM: Most of our million members use Jigsaw for free (the add, update or graveyard records in exchange for the data they need). We sell subscriptions and lists that fit every budget. Six Degrees: How has your Company adopted to the economic downturn? What is the long-term future for Your Company? JIM: We expect to double revenue this year. We want to get companies out of the business of procuring and managing company and contact records. We want the Jigsaw database to power every CRM solution by providing all the prospecting data a company could ever need, and keeping those records up to date in real time. We are in heavy duty hiring mode. We’ve just released this product in beta and hope to see it take the market by storm! Six Degrees: How has your company promoted its brand and aligned itself with Staffing Industry communities, both virtual and on-site ? JIM: Not as well as we need to. We are getting ready to hire a marketing person who’s full time job will be to address the recruiting industry. Six Degrees: What single event had the most impact on your overall staffing industry expertise? JIM: I am an expert in only one narrow (but important!) part of the staffing industry – information. The single event that had the most impact on my expertise was founding Jigsaw and the people who I have met throughout the journey. I’ve learned an incredible amount over the past six years of Jigsaw’s life and it keeps feeding our passion to innovate. Do you have a mentor to whom you attribute your overall outlook on modeling your career after? JIM: I really admire Steve Jobs. Not his management style, but his vision. The guy is just an incredibly talented individual. 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. JIM: The single biggest has been to been as a “Featured Networker” listing with SixDegreesfromDave.com. We became more motivated to connect and reconnect with our following within the recruitment industry in a big way. The process gave us a more approachable introduction to both our users and those who have inquired about our utility as a passive talent database. We will continue driving home the message to the recruitment community and to our database of 19M business contacts to drive awareness of Jigsaw and to recruit passive candidates to organizations. 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? JIM: Use extreme caution when sending out a single message to your entire network. Networking is generally about one-to-one communications. Mass messaging is irritating within a social or business network. Six Degrees: Do you blog? JIM: No – my Co-Founder Garth Moulton writes our company blog. Six Degrees: Reading up on you, I understand you are a Triathlete, a big time Giant's fan, who loves playing hearts and "No Limit Hold Em", and, not surprisingly, you are not a big fan of puzzles. Tell me something others may not know about you JIM: I’m a complete history geek. I unwind by reading history. Curiously, I find studying history helps me in business. The decisions politicians and generals have had to make since the beginning of history are not unlike the decisions you have to make as a start-up CEO. There is usually less actual blood involved. • Join Jigsaw and earn 20 free passive contacts …; Added by Dave Mendoza at 4:40am on January 18, 2010

Blog Post: What does it take to attract a VC to your Company/Idea?: A couple years back I worked with Venture Capitalists in the high tech space. I wrote this article after observing so many companies and people trying their…; Added by Brenda DePas at 6:48pm on June 12, 2007