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Blog Post: Diversity and Inclusion Statistics To Transform Your Diversity Recruitment Strategy

diversity best practices

Is your company investing enough in diversity? Well, with the new recruiting season quickly approaching, every company should know …

Added by Rakuna at 3:31am on April 8, 2021

Blog Post: 15+ Diversity and Inclusion Statistics To Transform Your Diversity Recruitment Strategy: Is your company investing enough in diversity? Well, with the new recruiting season quickly approaching, every company should know …; Added by Rakuna at 5:31am on March 30, 2022

Topic: Mobile Job Searching: Sex, Pies and Invigulate [sic]: t was immediately clear that JobServe’s new mobile offerings had been well received. However, it was only when a routine review of search terms was performed that it became evident some of the funny and unusual things that candidates are searching for using the job search tools. The majority of the searches for ‘sex’ originated from Australia [Ed: No comment]. Some of the more optimistic candidates were searching for ‘sex’ combined with the ‘jobs near me’ feature. One (presumably) more desperate candidate even put ‘anywhere’ in the search location! For those of you losing hope, one particularly self-assured candidate from the UK searched for a job as a ‘Sex God’ – so there is definitely at least one left out there! Amongst some of the other less fruitful searches, were searches for ‘casheir’, ‘invigulator’, ‘wearhouse’ and ‘midwive’ [sic]. Perhaps one tip for candidates is to at least be familiar with the correct spelling of your key search terms. The search for ‘cooking pies’ was more surprising - presumably either a disgruntled ‘pastry chef’ or someone who got their JobServe and Betty Crockers’ Recipe App mixed-up! With JobServe delivering its first iPhone app in October 2009, its first iPad app in April 2010 and the latest release of its mobile website (http://mobile.jobserve.ca) in June 2010, usage and online applications have soared. Statistics for JobServe’s mobile application suite alone show a constant and strong growth in candidates using the apps/mobile website, and their corresponding applications. The evidence clearly shows that candidates not only search for jobs whilst on the move, but apply as well. The explosion of smart phones and ever increasing feature sets mean that users demand richer mobile experiences, and JobServe is already working on its next generation of mobile apps. Included in these is Mobile Headhunter, JobServe’s mobile Resume Search tool, scheduled for release August 2010. In this fast technological world, JobServe remains committed to deliver both quality and innovation to its customers and candidates alike. About JobServe JobServe Canada was formed in January 2007 as the result of the acquisition of JobShark.com, Canada’s largest independent job board. With its Canadian headquarters in Ottawa, Ontario, and its global headquarters in Essex, UK, JobServe also has offices in the USA, Australia, and Thailand. JobServe was the world’s first Internet Recruitment Service, formed in late 1993 by Robbie Cowling. JobServe is part of the Aspire Media Group. For more information please visit www.jobserve.ca or www.aspiremediagroup.net …; Added by Kathryn O'Brien at 2:01pm on July 27, 2010

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: How to be a Mentor in the Workplace: Added by Maren Hogan at 11:04am on November 13, 2015

Blog Post: Taking a Plunge in a Big Talent Pool with a Short Timeframe: Added by Maren Hogan at 10:55am on January 22, 2016

Topic: Meet Julia Stone, Humanity Purveyor: From Toilet Paper to Systems Admin is Born a Networking Specialist: ne It takes Recruitfest to bring the best from within and to broaden the circle of those we call friends. I met Julia at Recruitfest at a Hotel dining table across from me by chance, and it was my personal good fortune. Julia is not someone who minces words, who takes personal opinions personally, who has the self confidence and paneche to tell an unconventional story much to both our entertainment and our enrichment. The conversation was the appetizer, the entree and dessert. Julia Stone is no longer acquaintance, but friend. Julia Stone is a bang drummer in any circle and the beat to follow in the company of friends old and new. Julia Stone prides herself in her Negotiating skills, Interviewing techniques, AIRS Certification, high Integrity and ethical standards. Ask her what her specialty is and the back to basics are her pride, she is above all … a networking specialist (people not machines!). It is on this basis, that Julia operates her own niche recruiting agency that works on contingency and engaged search. BizWerks is a professional recruiting firm whose focus is in the technology and scientific industries. We are passionate about our clients and our candidates and work hard to maintain high ethical standards in all situations. Q&A with Julia Stone Six Degrees: Tell us of your home world. JULIA: My husband, Brad, and I have been together since the millennium. Literally, we met on January 1st, 2000 and started our adventures together. Since that time, we took a three month road trip through the US and Canada, lived on a sailboat for a year, successfully built and sold one company, started another, and had a daugher who is now 3 named Sophia. We are thrilled to call Madison, Wisconsin our home now after many years in Seattle. Six Degrees: Detail Hobbies, activities/interests unfamiliar to readers JULIA:Besides our monthly poker game, I play video games and I exercise. Zumba is my favorite, but I also ride my Trek Bike in the warm months. (They do shovel the bike paths in Madison when it snows!) This year, I participated in my first bike competition, the Urban Assault Race, and was thrilled to complete it. Starting BizWerks with a toddler has left me a little less time for some of my other passions which include scuba diving, sailing, camping, reading something other than Goodnight Moon and martial arts. Each year, my husband and I work hard to create unique holiday greeting cards. We try to make them humorous in nature. Community service is important to me. I sit on the finance committee for the bilingual grade school Nuestro Mundo. Nuestro Mundo creates a successful and unique learning environment through the use of dual language education and democratic decision-making. I have participated in Habitat for Humanity, and sit on the Small Business Advisory Council which is an advisory council to both the Greater Madison Chamber of Commerce and the office of the Mayor. Carrying through to our corporate philosophy, BizWerks donates a percentage of each employees salary to the non-profit of their choice. Six Degrees: How many years have you been a recruiter? JULIA: I started recruiting 12 years ago in a small technical recruiting agency in Seattle. Six Degrees: How did you get started as a recruiter? JULIA: I sold toilet paper. I got bored with it, not very challenging if you want to know the truth. So I took a job working as a systems administrator. While technically challenging, I was bored. I was so lacking in human communication, that I took on a part time job at the local Scuba Diving shop to meet more people. One of those people was a Director at Microsoft who helped me work through my career crisis while his fiance was getting certified. I sold him a lot of diving equipment and he got me into the best accidental career ever. Six Degrees: What single event had the most impact on your sourcing/recruiting career? JULIA: In 2007, I attended the first SourceCon conference and it completely changed the way I recruit. Once I listened to such industry experts as Shally Steckerl, Glenn Gutmacher, Eric Jacquith, and Danny Cahill; I realized that the industry was evolving. Sourcing good candidates is where everything starts. If realized that if I couldn't compete in this arena, I needed to get out of the business. I have so much past experience in the field, that I have learned how to manage the recruiting process, the hiring manager's expectations, and the candidate experience. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? JULIA: I don't have an individual mentor, but I am sure I could benefit from one. I take bits of information from as many leaders as I can and blend them together, a recruiting melting pot of sorts. Things are so dynamic in this industry that people who were virtually unheard of last year could be a superstar this year. I am in awe of Dave Mendoza's networking, Shally Steckerl's sourcing techniques, Jason Davis' ability to create online communities, or Donato Diorio's ability to create tools for the industry. There are a dozen more I could mention here. There is no shortage of talent in our industry. Six Degrees: Tell us about a day in the life at the helm of Bizwerks: JULIA: I own, BizWerks, a niche recruiting agency that works on contingency and engaged search. We primarily work with technology positions within the software life cycle up through director level positions within technology companies. BizWerks has grown to 4 employees and has expanded into scientific recruiting and supply chain. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? JULIA: I think that the recent trend toward RPO is worth watching. It will be interesting to see how it changes the dynamics of the industry. Six Degrees: Tell us about your broader involvement within the staffing industry. How do you share the love? JULIA: I have had the opportunity to speak as an individual and as a part of several round table discussions in both Seattle and Madison on the topics of finding jobs, finding candidates and upcoming trends. I am passionate about the industry, the generational differences we see now, and upcoming hiring trends. Officially, I have managed teams who produced award winning documentation for clients including Medtronic, Microsoft, and Group Health Cooperative. In 2008, I was thrilled to be picked for InBusiness Magazine's 40 under 40 for Madison, Wisconsin. I won the SourceCon, sourcing challenge this summer and was one of three national finalists in the competition in Atlanta. Six Degrees: What is your next career goal? What do you need to do to get there? JULIA: Right now, I am dedicated to growing our agency. This is a goal of many, but few are able to turn an individual desk into a successful agency. RECOMMENDATIONS “Julia has a truly unique skill; she listens. She always has the most thorough and detailed understanding of a project's requirements.She efficiently translates those requirements into tasks for her team, ensuring that the project is executed as flawlessly as possible. I hope to work with Julia again someday soon!” July 18, 2008 Thomas Schmitzer, CPIM, Master Scheduler, United Industries Inc. “While the timing of my search and interview process with Julie was not conducive to final placement through Julia, she did all she could to work with me on an opportunity with a major national brand. Julia provided me with regular update and kept me feeling that we were in control of the process. Unfortunately for Julia, I accepted a different offer. Had I not left for the other opportunity, I am sure Julia would have continued her hard work and dedication to my placement. Thanks Julia for the dozens of updates and for your advice throughout the process.” February 23, 2008. Top qualities: Personable, On Time, High Integrity Andy Stawski “As a potential recruit for Julia's business, she has always been very informative, thorough and responsive. I'd highly recommend her to any business looking for a solid and experienced recruitment professional.” November 19, 2007 Michele Virnig, Assistant VP-Marketing Communications, CUNA Mutual Group “Julia is a true professional recruiter whose passion is to match people with high-tech businesses. She is also active within community, for example, she is an active participant on Mayor's and Chamber's Small Business Advisory Council and economic development taskforce.” November 16, 2007 Joe Campana, Ph.D., CITRMS, CIPP/G, Principal, J. Campana & Associates “If you are reading this, you are in luck. Julia is the kind of person you want on any project or team; a leader, a professional and a keen intellect.” October 4, 2007. Top qualities: Great Results, Expert, High Integrity Thomas Schmitzer, CPIM “Julia is a fantastic to work with she is very engaging and has a lot of ideas on how to accomplish the end goals of the project in a timely manner and making sure the team is still together. I look forward to working directly with her on future business projects.” September 28, 2007 Daniel Guerra Jr., Owner, Argus Ventures, LLC “There are too many good things to say about Julia. She is the consummate professional with great industry knowledge. She is a very good person to have on your side. We plan to continue our relationship and hope that in the near future we will be able locate the perfect job for my skill set.” September 19, 2007. Top qualities: Great Results, Personable, High Integrity Brian Watson “Julia, brings an ethically anchored fresh approach to IT recruitment in this world of sharks. Her experience, personal communication strengths, and optimism are critical for connecting clients with ideal effective contractor candidates.” September 14, 2007 Peter Sibilski, Network Engineer - Switch Technician, Verizon Wireless “Julia Stone took over the Xbox.com writing team during a turbulent time in the contract, which previously seemed to change every six months (leaving many of the writing team uncertain of what the future might hold). Julia took charge immediately, smoothing out bumps in the road, personally seeing to our concerns, and keeping us on course with remarkable ease. I would work for Julia again any time the opportunity presented itself and highly recommend her for to any potential employer.” January 14, 2008 Cory Herndon, Content Writer, Xbox.com, The Write Stuff “Julia is excellent at networking and keeping in touch with people. She never forgets a name.” October 2, 2007 Naarah Hanson (Hastings), Sr. IT Recruiter, Excell Data…; Added by Dave Mendoza at 11:43pm on October 12, 2008

Blog Post: 5 Special Ways to Stand Out to Candidates: Have you ever applied to a company only to find a communication barrier on the…; Added by Julie Salerno at 2:50pm on July 8, 2014