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Blog Post: Best Practice for Accepting Paper Resumes at Career Fairs: The hiring process today is a minefield of laws, regulations and ever-changing legal challenges. Failing to comply can have a wide range of consequences; none of them desirable, and many very…; Added by Ngan Pham at 1:44am on February 26, 2022

Blog Post: Recruitment ATS: How to Boost Your Employer Brand With a Reliable ATS: For most modern recruiting teams, ‘Employer branding’ would be somewhere very close to the top in a list of crucial elements of a recruiting program. Do you know that:

Up…; Added by Ngan Pham at 5:47pm on November 9, 2021

Blog Post: Candidate Selection Methods: An Employer’s Guide to Making the Right Decision: Introduction

You want to employ the best…; Added by Richard England at 5:12am on September 3, 2019

Blog Post: How Virtual Footprints Affect Employment: How Virtual Footprints Affect Employment

Typically, an individual seeking a job prepares, as is recommended, in the…; Added by Gregory Saukulak at 3:19pm on October 21, 2011

Comment on: Topic 'NEWS ON JOBS AROUND THE WORLD': ke to be your representative,’ ” says Sabine Klahr, director of international programs at Boise State University. “We don’t answer those e-mails typically.” “There are no standards at this point,” Klahr explains. “You could work with agents throughout the world who are not” — she pauses, searching for the right word — “they are not reputable business people, essentially. How do you know that you can trust them?” Klahr’s question forms the foundation for the American International Recruitment Council. Incorporated as a nonprofit organization last summer and now counting 35 colleges as institutional members (including Boise State), the council is rapidly moving forward with developing standards and an “accreditation lite” procedure for certifying reputable international recruiting agents. Yet, in embracing the practice of colleges paying recruiting agents per-student commissions, the AIRC aims to regulate an industry atop what many see as shaky ground, ethically speaking. The federal Higher Education Act bars such incentive compensation in domestic student admissions, but exempts international recruitment from the ban. The National Association for College Admissions Counseling’s Statement of Principles of Good Practice includes a ban on commissions based on the number of students recruited, “and it does not make any exceptions” for international recruiting, says David A. Hawkins, the association’s director of public policy. “All along we’ve noted that the use of agents in and of itself isn’t a problem. It’s the way in which perhaps they’re compensated that our principles would really be more applicable towards.” By contrast, the commission approach is more common among Australian and British universities, increasingly fierce competitors with American colleges when it comes to attracting international students. Mitch Leventhal, AIRC’s chair and president, sees the strategic use of recruiting agents as a way for the United States to maintain its historic edge. (By contrast, recruiting fairs, he says, “are 1960s.") “If you’re involved in this, you are associating with institutions who have sort of stepped beyond the question of ‘can we, can’t we,’ and are beginning to think differently about the way American higher education recruits globally,” says Leventhal, vice provost for international affairs at the University of Cincinnati, a founding institutional AIRC member. “They were gracious enough to extend an invitation for us to join their effort when they announced their formal incorporation,” says Barmak Nassirian, associate executive director of the American Association of Collegiate Registrars and Admissions Officers. “We just as graciously declined, mostly because the very purpose for which they have now formally organized themselves is being debated within AACRAO. So we thought it’s premature for us to join that conversation, when there was at least some significant opposition within our own ranks to the very activity that they now seek to regulate.” Self-Regulation The AIRC’s institutional members, about a third of which are Ohio colleges, bring varying degrees of experience with agents, says Leventhal. “Some of them have been using agents for a long time, but they recognize they’ve been doing it in isolation.… Some have only recently adopted a strategy; some are considering it and they want to make sure they get it right. And then there are a couple, I think, who are not sure they’re ever going to do it.” Officials at AIRC universities describe using a variety of payment models, including commissions, but also flat fees paid to agents and even loose institutional affiliations with agents who are paid only by students. At Cincinnati, Leventhal works with 12 to 15 agents. They earn, per student referred who is accepted and enrolled, 10 percent of net tuition paid the first year. (So if, for instance, after a scholarship, a student pays $17,000 in tuition in the first year, the agent earns $1,700 total for his or her services.) Many colleges that have joined AIRC point to limited recruiting budgets (commission-based recruiting requires a much lower upfront cost than hiring a staff person abroad, say), and limited name recognition. Still, they strive for significant international student representation on their campuses. “We’re not a household name in the world,” says Michael Basile, director of the Institute for International Studies at Murray State University, located in southwestern Kentucky, a two-hour drive from the closest international airport. (“We’re not even within shouting distance of any large metropolitan area,” Basile says.) “We really have to go out and dig,” Basile explains. “So I think there’s an advantage to having representatives that are located in different parts of the world that we want to attract students from.” AIRC held its first meeting in Cincinnati in October, and, according to its timetable, expects to approve a set of standards and a certification process for agents at a meeting in May (to coincide with the annual meeting of NAFSA: Association of International Educators, in Los Angeles). AIRC’s plans derive from American higher education’s historic process of self-regulation through voluntary accreditation. The process for certifying agents is under development, but here’s what Leventhal says is currently being considered: Agents would apply for certification, paying a fee; they also would pay for an IntegraScreen background check of their company. Following that, a certain number of employees would complete a professional development curriculum created by AIRC, which would probably focus on standards, best practices and structure of the U.S. higher education system. The agents would undergo a self-study as well as an external site visit before certification. Re-certification would come up after three years. After certification, a compliance board would investigate any complaints, and certification could be revoked, Leventhal explains. The AIRC’s goal is to pilot the process with a very small group of agents in 2009. “Hopefully in 2010, we’ll then have systems in place so we can put a good number through the process each year,” says Leventhal. He knows the council’s proposed approach is ambitious, but also, given a general reluctance to use agents in the United States, believes it must be so. “What we need in this country to make people very comfortable is an established set of practices. So they know that it is in fact ethical and it can be done safely and you can hold your head high about it,” Leventhal says. “I have exactly the same concerns that the people who are arguing against agents have. The difference is, I think we can address the concerns through the systems we’re so good at, self-regulation.” ‘Horror Stories’ There are many horror stories about abuses, both on the part of agents and that of American colleges. Even proponents of using agents relate such stories, although, as Leventhal says, they believe that these abuses can be addressed. For example, when asked about a common concern that engaging agents on commission encourages an “any warm body” approach to enrollment management, Leventhal stresses that college admissions offices have an obligation to accept only qualified students, rather than take scores of unqualified students whom an agent might refer. Admittedly, not all U.S. colleges are so scrupulous. Says Leventhal: “There are institutions in the U.S and we can all name them — and I’m not gonna, but it’s not hard – but there are institutions in the U.S, proprietary in nature, small struggling liberal arts colleges…. They’ve signed on dozens and dozens, hundreds of agents. There’s very little oversight of the agents. They’re going after the numbers. It’s not hard for the students to get in. I don’t know what their success and retention rates are.” In May, The New York Times reported on the phenomenon of recruiters earning money from both ends — accepting commissions from colleges and direct payments from students themselves. “In the mid-’90s, we did have some problems with agents that I would say they were less than … well, they were unscrupulous,” says Joe Tullbane, associate dean of St. Norbert College, in Wisconsin, an AIRC member. “That is, they would send students to you and you would pay their fees and a couple different things might happen. You might find that the agent had already charged the student a considerable amount of money — so in a sense, they were charging both sides for the same service. And that seemed wrong. Secondly, there were agents who would place a student and literally after you paid your money to them the student would change to another institution” (which would be harder to do now, post 9-11). “There are plenty of them out there that are kind of fly-by-night operations that put a shingle out,” Tullbane says. “The last thing I want to hear as a small school is, ‘I can provide you with 50 students a year.’ Well, I only want two or three, from every country.” Tullbane says he feels “pretty confident” about St. Norbert’s current checks and balances for its agents; it has about 60 on the books, he estimates, but works actively with about 15. He adds, however, that he’s hesitant to add any agents to their current roster. Speaking of why the institution joined AIRC, he says, “We felt here at St. Norbert that it’s unhealthy to sort of be your own assessment agency. “Part of the reason we’re involved with the AIRC is so we can be assured that best practices and best standards are being established — so that when we work with agents, we know that everything is above-board and going on in the best possible fashion,” says Ray Lagasse, director of international programs at the University of North Dakota, another AIRC member. “It’s not just a rubber-stamping of whoever or whatever shows up on our doorstep. If they go through that procedure and then they obtain a particular certification, that rigor or those steps at least provide a particular level of assurance. “We have heard horror stories,” he continues, of agents “promising this, promising that, in the name of a particular university. We do not have the time or the energy to deal with the fallout from any of this.” Student-Centered or College-Centered? Those critical of the practice of using agents look beyond the question of preventing flagrant abuses to ask further: Does the agent model best serve the interests of potential international students? Peggy Blumenthal, executive vice president of the Institute of International Education, says via e-mail that “IIE supports any effort to set standards and disseminate best practices in the field of commission-based recruiting. Our position on use of third-party recruiters is that while we recognize that some U.S. campuses feel this kind of approach works best for them, in general we believe that international students are best served by having access to the widest possible set of options, and this is available to them free of charge from the network of over 450 EducationUSA advising centers supported by the U.S. Dept. of State’s Bureau of Educational and Cultural Affairs around the world.” (IIE hosts a handful of these centers, and also works with the State Department to provide training and resources to EducationUSA advisers. IIE publishes the quarterly journal, EducationUSA Connections.) In a follow-up phone interview, Blumenthal explains, “Basically a third-party recruiter is working for a college or a few institutions, so they’re going to understandably be representing those colleges and are not going to be presenting the student with [questions like]: ‘Have you thought about a community college, have you thought about a state school, a big school, a small school?’ “Do you begin with a student focus or do you begin with a campus interest? They’re both legitimate ways to proceed but from IIE’s perspective, the best success comes when the student is matched with the right school after reviewing all the options.” “This is a two-way street. It’s not only what’s best for the school. It’s also what’s best for the student,” says Nassirian, of AACRAO. He adds that it can be exceedingly difficult to understand what’s really happening in the office of any given international agent, signed contracts and good intentions aside. “You’re not there. You can’t read the language; you don’t understand the customs. If you did, you’d be there yourself.” AACRAO’s ethics committee has also been questioning the wisdom of low-budget internationalization efforts more generally. Nassirian asks: “If you don’t have resources to recruit those students, how do you believe yourself to be good destinations for them?” — Elizabeth Redden The original story and user comments can be viewed online at http://insidehighered.com/news/2009/01/06/recruiting.…; Added by Melissa Furtwengler to Green Jobs Now! at 5:51am on January 12, 2009

Blog Post: Workplace Diversity: Benefits, Importance, & Statistics (2022): Diversity in the workplace is everywhere. Politicians tout it as a necessity, corporations push their…; Added by Phil Strazzulla at 10:25pm on November 4, 2022

Blog Post: Best Practices For The Next Tech-Driven Graduate Student Recruitment: Where Should New-Age Recruiters Focus On First?

How is big data changing your campus recruiting strategy?

Big data changing your campus recruiting strategy?

Tech-driven big data approach is revolutionizing…

Added by Ngan Pham at 4:51am on February 18, 2021

Topic: Talent Talk Cafe - Chat Transcript for Community Take 2!: e together for a common good > giving back > where members get back more than they put in > creating and furthering relationships > respect > being - (this referred to presence and actively participating with awareness) > a web of inclusiveness > trust, and, > they must be intentional On Tuesday, June 17th we took the conversation forward to: Framing the community discussion around building a social networking strategy that begins by first establishing a deliberate community focus. So, given the guiding thoughts listed above on community, what steps would you take to design a talent community for recruitment in your business/industry? What are the most important actions a company needs to take to establish community? And, what should the expectations be relative to time to see a return on investing in building talent communities? Here's the transcript from our conversation and I hope you'll join us each Tuesday at 3pm ET/12pm PT for Talent Talk Cafe! Talent Talk Café – Susan Burns – Community #2 Susan Burns Hi everyone! Its time for Talent Talk Cafe!! 3:00pm Slouch Hey Susan 3:00pm Jerry Albright I'm in! 3:00pm MN Headhunter Word 3:01pm Slouch Hey Jerry and Paul 3:01pm Susan Burns Hi Jason, Jerry and Paul! 3:01pm MN Headhunter Susan, I cannot stick around for long and have something to share. Can I jump in? 3:01pm Susan Burns Our topic today is to continue the conversation around community but now move it towards establishing and growing a talent community 3:01pm Susan Burns Hi Paul - sure - go ahead 3:02pm MN Headhunter It tags on wthe topic.... 3:02pm MN Headhunter last week at a social media breakfast... 3:02pm MN Headhunter speaker talking bout ROI on social media.. 3:02pm MN Headhunter building communities... 3:02pm MN Headhunter I asked about how I should respond to ROI takes time and most will not wait long enough... 3:03pm MN Headhunter She said Reputation Management is instant. 3:03pm MN Headhunter If you can manage that right away other things will come in time 3:03pm MN Headhunter what do you think? 3:03pm Missed a little: Susan Burns Authenticity is something that evolves. How do you know instantly that its real? You can get a good feeling but ultimately what is important wi/building a talent community is emotional engagement and connection 3:08pm Jody Simon Hi there, I'm here too 3:08pm Susan Burns Hi PJ 3:08pm MN Headhunter so 8,000 is OK? 3:08pm Susan Burns Hi Jody 3:08pm Andrew Demske Hello from the Bay Area in Cali!! 3:09pm Slouch I think that if the talent network you build is real focused and the en result is hires, it does not need to be big 3:09pm Slouch 8000 is good 3:09pm Susan Burns What's so cool about what Jason has done on RB.com - and the essence of community - is that he's invested a lot to grow this and now the community helps him continue to nurture it 3:09pm Susan Burns Hi Andrew 3:09pm MN Headhunter Can a Forune 500 company build their own version of this 3:10pm Susan Burns Size doesn't always matter - no jokes ;-0 3:10pm Slouch i know that recruiters who place recruiters view this network as a focused talent community. some recruiters are having great success networking here 3:10pm MN Headhunter No this, but a site for CPA's as an exmaple? 3:10pm Susan Burns More important than size is engagement and what the community organizes around and shares out to their network 3:10pm Slouch absolutely 3:10pm MN Headhunter Could a Deloitte do their version of this for accounting people? 3:11pm MN Headhunter How long until it happens? 3:11pm Susan Burns Sort of like the difference between pay-per-click and organic search - ultimately more value is placed and received from organic search 3:11pm MN Headhunter (I want it now) 3:11pm Slouch you can;t have it now 3:11pm Slouch lol 3:11pm Susan Burns Paul - Re Deloitte or other companies - yes - they absolutely can - think how much there is to contribute in the CPA space 3:11pm Jody Simon the ultimate issue here as I see it is that in the corporate world they want to see real results, real fast and this is a process that takes time to build 3:11pm Susan Burns Jody - yes that is the ultimate tension point. Are there ways to show value as you grow community? 3:12pm Susan Burns Is there value contributed by the community that informs the brand and is that seen as value? 3:12pm Jody Simon it's something that I struggle with everyday 3:13pm Susan Burns Jody - what type of company/industry? 3:13pm Jody Simon I need to put aside time to build a network and to concentrate on branding and alternative recruiting methods while still filling open slots tha good old fashioned way 3:14pm Susan Burns So, its also about personal bandwidth? 3:14pm Jody Simon Raytheon Solipsys - mostly hard-to-find engineers 3:14pm Jody Simon definetely about bandwidth 3:15pm MN Headhunter I get that question all the time. I started slow. 5% of my time. It got to about 40% then I saw what I think was diminshed returns 3:15pm Susan Burns This is sort of the ultimate recruiting challenge - reallocating resources so that in time the investment returns more and you produce greater results and also have the time to further build the community 3:15pm MN Headhunter Now about 30% dedicated to social media stuff, recruiting, blog, here 3:15pm Susan Burns It can certainly become a time suck - is that what your implying Paul? 3:16pm Slouch i don;t know any recruiters who make more placements through blogs than they do good old fashion recruiting phone calls. 3:16pm MN Headhunter I think it needs to be balanced. In the beginning the return is lower. Takes time for search engine love 3:16pm Jody Simon most of my blogging, social media stuff, etc is done on my own time out of the office. it's the only way I can get it done 3:17pm Slouch But over time, the branding bit of it becomes something I think that phone calls can;t accomplish 3:17pm Susan Kang Nam Hello Susan.. hello everyone.. sorry I'm little late to join the discussion... 3:17pm Susan Burns Hi Susan - glad you could join us! 3:17pm Slouch and from that referrals come and that is the basis of any successful recruiter 3:17pm MN Headhunter Jason, I agree but I would say about 40% of my business comes from the blog by way of candidates or clients 3:17pm Andrew Demske good old fashion recruiting works best for now. i do think this will change though. i have made a few placements from Blogs and LinkedIn 3:17pm Susan Burns Jody - is there an "open to listen" from the company so they would see an investment period of at least 6 months? 3:17pm MN Headhunter but I have a very focused location and only in IT 3:18pm Jody Simon actually Susan, corporate recruiting is a time suck period! I quote you on that? 3:18pm MN Headhunter or as anonymous? 3:18pm Susan Burns Jody - what about it is the biggest time suck? 3:19pm Jody Simon they are open to most of what I suggest....so long as my #'s are in good shape 3:19pm Jody Simon and yes, you can quote me on that! Jody Simon the paperwork, the charts, plans, reports, etc, etc, etc....I fell like I never get to recruit anymore! 3:20pm Jody Simon gosh, I miss my agency life.....sorry to get you off track... 3:21pm Jerry Albright Talking about % of business doesn't quite put ROI into the correct perspective though, does it? If your overal #s don't increase? 3:21pm Susan Kang Nam having some technical problems.. but thanks Susan.. just reading through the discussion so far... 3:21pm Susan Burns Jody - a lot ofadministrative things that don't add value to where you really contribute? 3:22pm Susan Burns Jerry - can you say more about that? 3:22pm Jody Simon absolutely! Jerry Albright Or if your total production goes down? If you now hit 50% of your numbers from Social Networking, but are down in overall production? 3:22pm Susan Burns Jerry - sure - there needs to an overall benefit and improvement in results. How that is measured depends on the company - yes? 3:23pm Jerry Albright Anyone could achieve a percentage growth in any category. The real goes should be to increase your total #s, right? 3:23pm Susan Burns Has anyone seen or tested the idea of a "community manager" or strategic sourcer that is responsible for the online brand image 3:24pm Susan Kang Nam I am currently exploring both corporate vs. agency using web 2.0.. however curious to hear more about what works and what doesn't... 3:24pm MN Headhunter I ahve not seen a community manager in the career space 3:24pm Susan Burns What if you could reallocate $$ away from job boards and hire someone part-time just to support community efforts - how could that change the game? 3:25pm Susan Kang Nam We are currently testing that at the moment... with our online brand image... still in dsicussion..and exploration MN Headhunter Jerry, I agree. But there hard to measure benefits like speaking before a CIO group, quoted in the business section, and speaking to user groups that I did not do prior to this trek of mine 3:26pm MN Headhunter before I was a really good recruiter. now I am a really good recruiter with a brand, name, reputatin 3:26pm Susan Burns I introduced it at my last company and we saw an improvement that returend big $$ in savings through reduced time to hire 3:26pm Susan Burns So Paul - there's a shift in measuring value? 3:27pm MN Headhunter To some extent. I cannot measure right away the value of speaking before the CIO group. May not be able to know the true value ever 3:27pm Jerry Albright Right on Paul. We all track activity "forward" but very few track it "backward" to it's initial ingredients...... MN Headhunter Went to a tech event with 440+ attendees. local event... 3:29pm Rayanne that's a good ratio 3:29pm MN Headhunter Wore a blur short to the event...had people introducing themselves to me and that they read mys tufff 3:29pm MN Headhunter someone pointed out in my Twitter pic I am wearing a blue shirt 3:29pm MN Headhunter so everyone on Twitter in the local tech community recognized me 3:30pm Rayanne you have branded yourself 3:30pm MN Headhunter That was at least 25 people 3:30pm Susan Burns Hi Rayanne! 3:30pm Slouch if you look at WirelessJobs.com it's easy to see how that could become an incredible engine for making placements. 3:30pm Rayanne does that mean you can only wear blue now? 3:30pm Slouch built on Ning. target talent community with a recruiter running it 3:30pm Rayanne Hi Susan.. 3:30pm MN Headhunter I have branded myself by accident, the original intent of the blog was therapy, to work things out of my head and create free space 3:30pm Slouch Hey Rayanne 3:30pm Rayanne I udnerstand that kind of therapy 3:31pm Rayanne hey Jason' 3:31pm MN Headhunter I am going to white shirts now 3:31pm Susan Burns But also building an online brand can help move things along ore quickly because people have already identified with you 3:31pm MN Headhunter trying to grow the brand 3:31pm Andrew Demske lol 3:31pm Slouch that's the idea 3:31pm Jerry Albright Slouch - need a "pause" button on thing...... 3:31pm Rayanne more professsional? that IBM look? 3:31pm MN Headhunter but no tie. I am allergic 3:31pm Susan Burns Pauls taking on a MAJOR rebranding campaign! 3:31pm Rayanne wow... 3:32pm Claudia Faust Hi all 3:32pm MN Headhunter Susan, to your previous point, yes, doing the online stuff has moved me forward at a much quicker pace than pre blog in 2005 3:32pm MN Headhunter ties, not literally 3:32pm Susan Burns Hi Claudia 3:32pm Rayanne rebranding can be good - expanding your base even more 3:33pm MN Headhunter the thing is anyone can do it. That is my beliefe anyway. It just takes some time 3:33pm Rayanne Hi Claudia!!! 3:33pm Claudia Faust Hey there Rayanne! Susan Burns Paul - how long did it take before you started to see a measurable ROI? 3:33pm MN Headhunter 6 months from the blog 3:34pm Susan Kang Nam Hello Rayanne... hello Claudia.. 3:34pm MN Headhunter 10 days from Twitter 3:34pm MN Headhunter 2 months on MySpace 3:34pm Rayanne hey Susan KN... 3:34pm Susan Burns Paul - that's GREAT! 3:34pm Claudia Faust Paul, how do you measure the ROI? (hi there, Susan!) 3:34pm MN Headhunter 25 minutes on LinkedIn 3:34pm Susan Kang Nam I just joined Twitter today.. kind of curious.. how that works.. really.. 3:34pm Rayanne that is a quick ROI 3:34pm Slouch Paul, are you talking about making placements? 3:35pm MN Headhunter Jason, yes 3:35pm Susan Kang Nam that is quick.. 3:35pm Susan Burns Hi Claudia! Jerry Albright Isn't that a bit "old school" Slouch? 3:35pm MN Headhunter The blog was easy to measure because in the beginning I still had a business site 3:35pm Rayanne Isn 3:35pm Susan Burns Paul -that's also consistent w/ the time frame I experienced in-house for corp restructuring and restrategizing 3:36pm Rayanne Isn't what "old School"? 3:36pm Slouch Claudia, I still have the coupon you sent me 3:36pm Claudia Faust ROFL 3:36pm Claudia Faust frame it 3:36pm MN Headhunter everything now goes back to the blog so there is a base from which to work Susan Kang Nam interesting... 3:37pm MN Headhunter not interested in the job I am pitching? Want career information? go to the blog 3:37pm Claudia Faust Paul, I'm really curious to know how you measure ROI though. Is it number of contacts? revenues generated from those contacts? 3:37pm Slouch Jerry, is what old school 3:37pm MN Headhunter want information on the next local tech event? go to the blog 3:37pm MN Headhunter RSS feed if you like 3:37pm MN Headhunter sign up for the newsletter 3:37pm Claudia Faust ahh, got it. usan Burns in addition to placements do you also measure future placements - for instance those that are interested, qualified but just not the right time yet? 3:38pm MN Headhunter the thing is giving options, making accessible, rsponding promptly 3:38pm Claudia Faust and the end result to you is broader brand awareness? 3:38pm Jerry Albright Placements as a way of looking at ROI 3:38pm Jerry Albright Sometimes I'm a bit of a smart-ass..... 3:38pm Slouch I don;t know? 3:39pm Susan Burns Jerry - what would you want to measure? 3:39pm Slouch yes I know Claudia Faust this is an interesting topic -- Ami and I have been talking a lot about the ROI from social networking in a similar context 3:39pm MN Headhunter Jerry, I do agree with you. But prior to the blog I was a really small fish in the pond with no reputation 3:39pm MN Headhunter now people call me to do a search, looking for a job 3:40pm Jerry Albright Paul - I respect what you've done and your willingness to share! 3:40pm MN Headhunter I look at this way, I am spedning less time explaining who I am, wat I do, how I do it. Less time educating and more time building relationships 3:40pm Claudia Faust so the ROI does indeed lead back to your bottom line. 3:41pm Susan Burns Paul - what you've been doing is building personal equity and that is the ultimate goal in buidling a community 3:41pm Jerry Albright What I meant by the "old school" comment. Most social networking talk is about reaching out, building pipeline, etc. 3:41pm Slouch I think a core belief for any recruiter has to be wefind people for Jobs, we don"t help people find jobs 3:41pm MN Headhunter agreed 3:42pm Jerry Albright You rarely see mention of actually sending an invoice to anyone though that is our bottom line goal. 3:42pm Slouch don;t shoot me for that 3:42pm Maren Hogan Sorry SO late! I;d like to know how you deal with jason when people come to you for jobs?? 3:42pm Rayanne true 3:42pm Maren Hogan deal with THAT 3:42pm Rayanne true 3:42pm Susan Burns Hi Maren! 3:42pm Sateesh Yalamanchili I am new to this blog 3:42pm Susan Kang Nam hello... 3:43pm Maren Hogan Hi! Sorry so late! ACK! 3:43pm Susan Kang Nam hi Maren 3:43pm Jerry Albright Send them to the Employment Agency down the road..... 3:43pm Rayanne Hi Sateesh 3:43pm Susan Burns Maren - do u mean when a Seeker contact you about finding a job? 3:43pm Slouch they don;t come any more. I have not recruited for years but when they did, I would just say I don;t have any positions for what you are doing which was almost always the case 3:43pm Maren Hogan Okay so is that part of building community then? 3:43pm usan Burns Maren - do u mean when a Seeker contacts you looking for a job? 3:43pm Rayanne I think every contact has future potetntial even if they come to me... 3:43pm Rayanne You never know what position they will be holding or where they will end up next month. 3:44pm MN Headhunter I agree but I always try and give one idea, one referral out of courtesy. Part karma, part I do not know who they know that might one day come back to me 3:44pm Slouch Nope Maren Hogan yes 3:45pm Rayanne Maren has a point... that is not part of building a community 3:45pm Susan Burns chat tool is getting sluggish 3:45pm MN Headhunter sluggish = good 3:46pm Rayanne It boils down to respect and giving back 3:46pm Slouch its not how you build community but it's how you hit the numbers and make the placements most managers want to see 3:46pm Slouch just a recruiting observation. 3:46pm Susan Burns agree w/ rayanne - if u think about community how could this person also help you so its more a matter of deciding how much time to invest communicating with the person 3:46pm MN Headhunter and that is why I have been on my own this whole time 3:47pm Maren Hogan yep, you are all sayign what I am trying to say Rayanne I knew what you meant by your question, Maren. 3:47pm Susan Burns these same principles can work inhouse for corp recruiters. its a matter of building a compelling case and finding key partners/champions 3:47pm Maren Hogan In a small town like Omaha you can't just be all "sorry yo, can't help ya". It;s akin to saying you don;t know any of the big dogs plus it outs people off 3:47pm Rayanne definitely works for in-house 3:48pm Maren Hogan so I think part of building comm for me would be to build a relationship with an agency that would actually help these people 3:48pm MN Headhunter same here in Mpls. A big really big small town 3:48pm Maren Hogan thx rayanne! 3:48pm Susan Burns maren - you also don't know how connected that person might be - say they live in NYC and write a blog - all becomes part of reputation management and recognizing we are all one 3:48pm MN Headhunter I finally started doing agreements with non IT firms 3:48pm Rayanne I always think about who that person might know or where they might be 3:49pm Susan Burns Jodi - are you still here? 3:49pm MN Headhunter Susan, look at that. tied it all together after me going on a tangent for 48 minutes 3:49pm Jody Simon yes i am 3:49pm Maren Hogan that's true 3:49pm Rayanne tangents are good 3:49pm Susan Burns Paul - you're the Lewis Black of the recruiting world ;-) 3:49pm Rayanne rants are good.. \ Rayanne it starts conversations and points being made 3:50pm Susan Burns Jody - wondering what would help make the case for you internally? Where does the company see value? 3:50pm Maren Hogan HAHA--susan spot on! 3:50pm Susan Kang Nam great question.. 3:50pm Slouch Jody, what kind of engineers are you recruiting 3:50pm Jody Simon in its engineers only....we are run by our engineers 3:50pm MN Headhunter (sound of Paul going into convulsions) 3:51pm Slouch circuit design engineers? 3:51pm Jody Simon heavy duty systems engineers with DOD and C2 experience 3:51pm Susan Burns what do engineers value? is there a cost to not having enough engineers on the job andif so how much - can it be monetized 3:51pm Slouch how much do you py to agencies every year? 3:51pm Slouch pay 3:51pm Jody Simon if i can get engineering on my side then i win the argument hands down 3:52pm Rayanne SB, when I worked in-house I kept every résumé I received and made placements months later when new reqs came up... Jody Simon I don't use any agencies at all... 3:52pm Slouch what about the company you work for 3:52pm MN Headhunter Rayanne is my hero of the day 3:52pm Slouch if you dont mind me asking 3:52pm Susan Burns Rayanne - same here - we would mine our own database before paying to post a job - novel concept huh! and made hires that had applied a year ago or more 3:52pm Rayanne yep 3:53pm Jody Simon I am very close to having the engineers on my side. they want to use agancies and I want the recruiting function to grow internally 3:53pm Susan Kang Nam that's great Rayanne... 3:53pm Jody Simon my company doesn't use any agencies 3:53pm Susan Burns Rayanne - it was also about how we managed communication w/ them initially - big push on pesonal communication 3:53pm Rayanne true.. 3:53pm MN Headhunter Jody, how many of you are there? job to fill? Susan Burns Jody - maybe thats the open door - take the $$ they would invest in agency and see if they'll give u 6 months to show an ROI from community/social 3:54pm Maren Hogan Do you think that extra hire (resume hoarding whatev) is MORE useful in our current economy? 3:54pm Rayanne I spoke to every person that sent a résumé and made sure they knew me and the company they had applied to 3:54pm MN Headhunter Susan beat me to the punchline 3:54pm Jody Simon communication is the key with my company as well....the problem is that recruiting reports to HR and my boss puts up a fight 3:54pm Susan Burns Maren - extra hire and resume hoarding sound difft to me. extra hires always make sense if its the right extra hire ;-) 3:55pm Susan Burns So its HR that is the obstacle? Jody Simon I'm working on getting a champion for my cause and getting very close 3:55pm Jody Simon yes, HR is the obstacle 3:55pm Rayanne sometimes... and sometimes it's the hiring manager that wants to make that hire NOW 3:55pm Susan Burns Jody - that could take us another hour at least ;-) but to all of u who know how I feel about that obstacle - i rest my case for now! Maren Hogan aorry trying to come up with punchy title on the fly then had to get my hotdog--I meant whatever the name for Ray and Paul's and your database. . . 3:57pm MN Headhunter that if they have a relationship built, when the job order opens, they can hire rightaway 3:57pm Jody Simon Thanks Susan....always up for ideas...and helping others with my own ideas as well 3:58pm Susan Burns hey everyone - any thoughts or requests for next weeks topics? Maren Hogan critical foundational tools for the recruiting function 3:59pm MN Headhunter Susan = my new therapist 3:59pm MN Headhunter Maren, huh? 3:59pm Slouch im always open to a discussion about making this site better for everyone 3:59pm Maren Hogan so much theory thrown around and then to put into practice in the real world 3:59pm Susan Burns Ok Paul but I don't take insurance ;-) 3:59pm Maren Hogan what do we really need? 3:59pm Susan Kang Nam lol 3:59pm Maren Hogan Paul, I know I'm wordy, you'll learn to cope 3:59pm MN Headhunter will do some online wine shopping then 3:59pm Slouch with an accent 3:59pm Maren Hogan ha! 4:00pm Rayanne hmmm Rayanne I LOVE the live-ness 4:01pm Susan Burns a community? 4:01pm Slouch yah 4:01pm Maren Hogan I hate it. I usually have something in my teeth 4:02pm Rayanne that is a great idea 4:02pm Susan Kang Nam hmmm... 4:02pm MN Headhunter (sound of wheels turning) 4:02pm Rayanne no screeching 4:02pm Susan Burns that would be cool. could also then put togehter a few key steps to marketing it? managing it? 4:02pm Rayanne I like it... 4:02pm MN Headhunter by chance do you have an extra domain name? 4:02pm Susan Burns isn't that a great sound paul - it goes really good with wine ;-)! 4:02pm Slouch I can check. 4:02pm MN Headhunter or 100? 4:02pm Susan Burns i just established talenttalkcafe.com today - thanks to ami's reco 4:03pm Susan Burns u can use that if you'd like 4:03pm Maren Hogan so exciting! Really, i love IDEAS! 4:03pm Slouch I think we could easily build a site. the building is easy. its the maintaining but that is something else completely 4:04pm Rayanne this is great. 4:04pm Rayanne I am sure... 4:04pm Slouch same bat time, same bat channel 4:04pm Slouch susan, if you want, we can talk details in Portland 4:04pm Jody Simon thanks for sharing! 4:04pm…; Added by Susan Burns to Talent Synchronicity at 2:25pm on June 18, 2008

Topic: Meet Craig Campbell, Principal at Talentwoo, Veteran Strategic Sourcing Manager & Industry Speaker: raig Campbell. It is a pleasure to feature today someone with as varied contributions and personal appeal as Craig. He has been a talent acquisition leader with 15 years of experience creating strategic talent programs including, but not limited to sourcing, recruitment marketing, college, diversity and workforce analytics. Craig attributes his success to having worked with world class companies such as Manpower International, Microsoft, Amazon.com, Starbucks Coffee Company and most recently MGMMIRAGE. These experiences have afforded Craig a depth and breadth of recruiting insight and best practices across these various industries. If you ask Craig the secret of his success, he will tell you he owes it to his years having an opportunity to showcase effective internal consulting skills, a strong bias for innovation and an ability to connect the dots between business strategy and talent strategy. Jason and I first met Craig in Las Vegas at the Recruiting Roadshow and he has been a ceaseless advocate for our efforts towards building community. I am a fan and a friend, and I see Craig going places as far as his imagination allow him, and I see no limits to that end - only fresh beginnings. Q&A with: Craig Campbell Six Degrees: Tell us about your home world, Craig. Craig: I have a smart, hot girlfriend and I’m the father of beautiful 11-year-old daughter. As of late, I’m really upgrading my daddy skills because my daughter is now a pre-teen and has started wearing a training bra - HELP! I love to devour good books that are mostly non-fiction. A few of the more recent I’ve read are “A Sense of Urgency by John p. Kotter; a re-read of “The DIP” by Seth Godin, “CrowdSourcing” by Jeff Howe and I’m bouncing around the chapters of Outliers by Malcolm Gladwell. My favorite book is called A Hope in the Unseen: An American Odyssey from inner City to The Ivy League by Ron Suskind. I’m a sports fan, but not avid because I prefer playing vs. watching. I played college basketball, which deeply influenced my sense of team, my desire to win and some of my approach to recruiting. I’ve dabbled in martial arts over the years, Tae Kwon Jo, Jujitsu and even tried mixed martial arts some years back. I decided to quit the MMA that after a co-worker upon seeing a few bruises on me, came into my office one day and said to me “I know the first rule is that there isn’t one, but are you in a fight club?” I thought it was pretty funny, but a couple of months later I experienced what they call a rear naked choke and didn’t sleep that night because I thought my throat would swell and cut off my breathing. To be clear, I wasn’t naked when this happened, it’s just non technical name for it...lol. Anyway, after that, lets just say I sought out other hobbies and decided to watch UFC from the sofa. I’m a “geek” and would consider myself a very early adopter of new hardware and software technology of all kinds and In case you were wondering, I’m a Mac with PC roots from my days at Microsoft. I love metaphors and my favorite one right now is one that I read in a guest blog post on cheezehead. Paraphrasing: You have to ask yourself - are your recruiting solutions painkillers or vitamins. I might extend that and add placebos. I’m a fan of painkillers Six Degrees: How many years have you been in the staffing industry? Craig: I’ve been in recruiting for about 15 years and done everything from professional, college, diversity, workforce analytics and branding. I got started by being a recruiting champion when I was working in the insurance industry. It wasn’t my fulltime job, but when they would invite my out to the events, the engagement, the process and end game came very naturally to me and shortly thereafter, I started to explore this profession called with recruiting, which I didn’t really know existed. The most exposure I had to recruitment was my experience of being recruited for sports in high school, which did and still does influence my recruitment style today. One of the cool things about my summary of experience is that I’ve been able to scale across different industries and functions from temp to perm, software engineers to ecommerce to retail and most recently hotel casinos. I’m primarily a recruiting programs guy, eg. Sourcing, employee referral, college diversity, etc. and my best work zone is start-up, turnaround or growth challenges vs. maintenance. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Craig: I think the event that had the most impact on my recruiting career was while I was at Microsoft during the dotcom era. It was fierce direct competition and I loved it. I was a senior member of the college recruiting team and we were as many as 500+ college candidates a year and it seemed as if there was a new start-up attacking our talent pool every week. These were the days when college students were getting huge cash signing bonuses, BMW leases and other crazy tactics to close the best and brightest. The bottom line is that it was such a sweet intersection of systematic logic; creativity, candidate experience and the tenacity to win that sealed my love for the game of recruiting. What I’m proud of in that experience, is that so many of the individuals that my teammates and I hired during that time went on to become high performing leaders in the organization. • I would also reference MGMMIRAGE. First and foremost it’s Vegas baby! It was very unique set of challenges that mostly revolved around solving for • the sweet spot of high touch and high volume • how to differentiate your employer value proposition in an extremely hyper competitive market in one geographic location • managing hiring manager complacency around attracting the hourly job seeker • External factors of housing foreclosures • Successfully developing and managing the employer value proposition against the perception of the lifestyle of Vegas These were really juicy, highly engaged challenges that many times were a moving target and I think will continue to be a moving target. It gave me the opportunity to dig deep into these challenges end to end at the property level and collective as an organization. The internal consulting and change management skills were truly battle tested. I think Las Vegas has a ton of runway for recruiting solutions. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Craig: I give extra props to the recruiting philosophy and talent mindset at Microsoft during my time there. However, I attribute my overall outlook on recruitment, capabilities to the collective recruiting community more so than any one individual. In addition I tend to be influenced by the parallels of many non-recruiting professions. The just in time (JIT) product delivery models of Dell and Wal-Mart, the brands of Nike and Apple, the customer service/experience delivered by Starbucks and Nordstrom’s, the Porters 5 Forces for strategy and the recruiting prowess and discipline of schools like USC, North Carolina and Duke Six Degrees: Tell us about your daily duties Craig: I’ve typically managed small SWAT teams and my primary responsibilities have been focused on the following areas: Strategy: Utilizing the best workforce analysis to customize and prioritize talent needs Identify the most compelling and relevant employer brand messages leverage technology to build recruiting capacity. Sourcing: (professional, college, diversity) Make it my business to know where candidates live, work, and play and I take us there: physically and virtually . Develop and tap into deep and complex social networks Recruitment Marketing: Build talent channels in the same way the business builds supply chains.Translate the voice of your brand to help candidates understand why they should work for you. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Craig: As of late, I’ve been following and really like the execution of Sodexo. Their presence and execution of recruiting in the social media space has been impressive. They are also doing a great job at segmenting and customizing content for their respective talent pools such as military, diversity, college and alumni. The most impressive thing about there ability to launch, execute and leverage these tools is that it requires end to end support and buy in when not everyone “gets it.” Having spent most of my career in big corporations, its not always easy to get these types of strategies and tactics off the ground in the early adoption stage. Shout out to Arie Ball and the Sodexo talent acquisition team. I would also call out EA and how they’ve led the way in how they leverage a CRM approach vs. core ATS, In addition to that, I like the way in which they use events to transfer the virtual relationships into in person engagements. Shout out to Cindy Nicola and Sean Rehder of Talent Logistics on that work. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Craig: As fundamental an effective as it has been for many companies, Employee referrals will continue to have an impact on my work and the industry. Generally, I don’t believe it’s been optimized. Although recently there are some yet to be proven tools on the market that leverage social networking platforms like facebook, linkedin, etc…I think there is huge runway in the employee referral channel. Six Degrees: List/detail speaking events, awards, publications, where you have you represented your company: Craig: I have spoken at ERE, NACE and Diversity Best Practices, but no awards to mention. Six Degrees: What is your next career goal? What do you need to do to get there? Craig: My next career goal is to build and lead a start-up or turnaround recruiting function that literally leverages the best practices of business strategy, technology, marketing and customer service instead of an aspiration. I the main things that I need is an organization and team with a strong sense of urgency, an entrepreneurial spirit, reasonable resources and the right capabilities appropriately aligned and lastly trust and autonomy. Game on… Recommendations for Craig “Craig is a true professional in Human Resources. He is an excellent strategist who thinks outside of the box to develop creative initiatives and processes. Craig has an unique understanding of the importance of "branding" within Human Resources and business in general. His valuable experience and thinking is emphasized with his ability to quickly develop credibility through executive presence and influence skills. I would sieze the opportunity to work with Craig again in the future. He will be an asset to any organization that thinks strategically about Human Resources.” December 15, 2008 Michelle (Bray) DiTondo, VP Human Resources, MGMMIRAGE-New York-New York “I had the pleasure of getting to know Craig through my teams support of his initiatives - looking back, we learned something new (and important) in every interaction. He has the ability to take very complicated, large scale situations and quickly identify the most critical, though often subtle, details. Then, after creating and analyzing multiple potential solutions, effectively communicates to any level of audience which is the best and why. Craig is strong from strategy to execution, and from C-level to individual contributor. If you're building a team, make sure you have Craig on yours!” October 25, 2008 Mike Inman, Corporate Strategic Sourcing, MGM MIRAGE “I have working with Craig on several recruiting events, diversity events as well as business planning. In each case, Craig has demonstrated great passion with the ability to generate good ideas. He was very thorough in his work and laid out plans that allowed the group to move forward in a positive direction.” October 7, 2008 Cordell Jones, Lead Program Manager - Microsoft Exchange, Microsoft “Craig has been a huge asset to our company both from a leadership standpoint as well as supporting our talent initiatives. Craig has brought business intelligence and insights which have been "game changers" for our business. I hope to have the opportunity to continue to work with Craig in the future.” July 3, 2008 Mark Avery, Director Strategic Sourcing, MGMMIRAGE “Craig is someone who creates a vision, explains the vision, and then delivers the vision. Coming from an exceptional background of work experience, Craig continues to push and to lead his employers in the "talent economy" in new and innovative ways.” June 16, 2008 Sean Rehder, Talent Management Consultant and Developer, MGM MIRAGE “Craig brings a wealth of knowledge and experience to the table. Over the years he has provided me with great advise and support. He is well connected in the recruiting industry and is always willing to share his knowledge with others. I would welcome the opportunity to work with him. Cody” May 25, 2008 Cody Horton, SPHR, Talent Acquisition Manager, Dell “Without a doubt, Craig gets "it". He truly understands how recruiting impacts business not just from a hiring perspective but from a "bottom-line" perspective. He is extremely creative when it comes to the business of recruiting and sourcing strategies. I am looking forward to working with Craig again in the future.” May 22, 2008 Shea Putnam, Partner and Branch Manager, Coolhires “Craig is a polished, confident staffing professional with a plethora of knowledge in all areas of the staffing industry. He is able to use his marketing and strategic thinking along with creativity to bring new meaning to outdated programs and processes. His ability to look at the staffing industry out of the box, from a consumer level rather than an employee level, enables him to create innovative programs that are far reaching within an organization. He is a charismatic and engaging speaker who is able to deliver high level information in corporate vernacular or “see spot run” fashion. He has been an enlightening person to work with.” May 21, 2008 Lauren Burke Bennett, Consultant, MGM MIRAGE “Craig, has been an valuable resource to me. He offers wise counsel and is a big thinker who has helped me identify actionable solutions to staffing challenges (ATS, employee referral program, sourcing strategies, etc.) Craig's quickly understands complex problems and offers thoughtful, clear and insightful solutions. Whenever, I have an idea I want to brainstorm and/or challenge, Craig is the first person I call.” May 21, 2008 Jojuane Porter, Manager, Recruitment Process, Tools and Metrics, Kohl's Department Stores “Craig is a dynamic professional that has a tenacity to uncover every stone until he locates the ideal result. He possesses the incredible ability to multi task, think out of the box, leverage hard to find resources, and initiate projects with long term benefits to both stakeholders and sponsors within the organization. Moreover, Craig continually brings concepts and ideas that are generations ahead of current corporate models, including time, cost and quality value propositions. Craig offers a relentless approach to extraordinary achievement. I believe that he is a valuable contributor to the MGM MIRAGE enterprise.” May 20, 2008 Lance Greeninger, Div. Corporate Recruiting & Human Resource Initiatives, MGM MIRAGE “Craig has the ability to not only create a vision, but to see that vision through right down to the tactical level and foresee any operational impact the vision may have on different verticals within the organization. Knowing this, Craig will reach out to these stakeholders and involve them at the beginning stages in order to achieve the critical buy-in to foster the success of the vision/project. Bottom line, Craig brings vision, foresight and attention to detail to MGM MIRAGE.” May 20, 2008 Andrew Heckert, Manager, Strategic Sourcing, MGM MIRAGE “Craig is a talented,creative, and smart staffing professional. He has the ability to access situations quickly and put together programs and solutions that not only work well, but can scale and be reproduced. He's responsive, proactive and a great person to work with. I'd work with Craig again and I highly recommend him.” May 20, 2008 Jerry Montgomery, Recruiter, Amazon.com…; Added by Dave Mendoza at 1:36am on February 9, 2009

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