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Blog Post: 6 Ways to Upgrade Your At-Home Workspace: Working from home may have begun as a temporary measure, but as we move into 2022, it’s becoming apparent that businesses are going to incorporate home working into their long-term plans. Though…; Added by Jake Holyoak at 4:02am on August 4, 2022

Blog Post: The genius behind Steve: Could operations whiz Tim Cook run the company someday?

By Adam Lashinsky, senior writer

LAST UPDATED: NOVEMBER 10, 2008: 10:25 AM ET

Tim Cook (left) and Steve Jobs…; Added by 01. Lonnie McRorey at 11:36am on November 12, 2008

Blog Post: Meet Ryan Leary, Philadelphia's Ambassador of The Virtual Handshake: Meet my friend, Ryan Leary - a firm believer that by reaching out to as many people as an “Open Networker” through social networking, "we are truly opening the door for some great…; Added by Dave Mendoza at 12:09am on April 7, 2008

Topic: Meet Eric Gilson, Director of Sourcing and Operations - Bluespeed Technology, Inc.: logs.com Eric Gilson Director of Sourcing and Operations Bluespeed Technology, Inc. Bend, Oregon • RecruitingBlogs.com Profile • Linkedin Profile • FaceBook Profile • BlueSpeed, Company Website Office: 800-363-5734 Meet RecruitingBlogs.com Regular, Eric Gilson, an ACIR, Advanced Certified Internet Recruiter whose personal motto, "Helping the Fast eat the Slow since 2001" caught my eye along with his insightful, daily chat contributions. Eric directs all sourcing activities for Bluespeed Technology including industry research, cold-calls, power searches, job posting management and internal database management. He oversees all operational functions for the firm including vendor evaluation and selection, training of new employees and "taking out the trash on Fridays." His primary candidate focus is Lean Manufacturing of Qualified Professionals, and to that end, he is immersing himself further in his expertise area by seeking a Green Belt certification/Six Sigma. RBC regulars may not be aware of this, but aside from being an avid outdoorsman, Eric was once an Executive Chef at Deschutes Brewery & Public Ale House for over 6 years (1994 – 2000). He managed a 25 member kitchen staff with over 2 Million dollars in annual sales. Never one to be second best, Eric was likewise recognized as Winner of the 1999 National Brewpub of the Year Award from Brewpub Magazine for quality of food and atmosphere. He organized the 'Chef of the Sagebrush Classic', one of the Northwest's premier culinary and golf event featuring international celebrity chefs. Basically you can come to Eric for his expertise on field dressing elk, cooking it, and targeting passive Lean Manufacturing candidates. We have ourselves a bona fide, one-stop machine in Eric Gilson. Six Degrees: Tell us of your home world. Eric: I live in what Business 2.0 claims to be one of the top 5 places to telecommute in the US, Bend, OR. My girlfriend and I share a home with one dog and 4 cats on the Westside of Bend. I have lived in the area since 1993 when I visited for what was supposed to be a 3 week vacation during summer break from the University of Minnesota. I never returned. I still have that unused return plane ticket somewhere. I very much enjoy the outdoors. From Fly-Fishing to Archery Hunting, nothing makes me feel more alive than spending time in the Great Outdoors. I spent a year as a Fly-Fishing Guide on the Deschutes River. I would still be doing it if it had paid my bills! Six Degrees: How many years have you been in the staffing industry? Eric: I started recruiting in early 2001, just as everything was starting to take a nosedive. I learned enough in those first 6 months of running my own recruiting desk that there had to be a better way. And with the slowing economy that 9-11 helped to exaggerate, we knew that we had better figure out a better way or we weren’t going to make it. So began the process of segmenting roles in the recruiting process. Six Degrees: How did you get started as a recruiter? Eric: A colleague from a previous employer went to work for a small firm in Sun Valley. After seeing what type of person it takes to be a successful recruiter, he decided that he would start his own firm and hire a couple of people that he knew who could do this work. I was a Fly-Fishing guide at the time, and it fishing season was closed, so I gave it a shot. That was 8 years ago, and I have only looked back once. (The Steelhead counts were very large in 2003) I now handle all of the Sourcing and Operational functions within Bluespeed, focusing my development in these key areas. I have worked across many different verticals and horizontals but am now very niched in IT and Management Consulting Firms. We are looking to help build the next Big 4. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Eric: 2001! When things slowed, it was apparent that I had better become very good at my job or I wouldn’t have one in this industry. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Eric: I have worked very closely with Kendall Messner of Bluespeed to develop Processes, Best Practices, and Customer Experiences that my mother is proud of. Six Degrees: Tell us about your position, responsibilities, size of your staffing organization: Eric: As the Director of Sourcing and Operations for Bluespeed Technology, I am responsible for: • Candidate and/or Name Sourcing • Industry Research • Process Development • Training • Newsletter Creation • Technical Operations • Vendor Relations • Development of Reports • Taking out the trash Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Eric: Kaye/Bassman Krista Bradford - The Good Search Rachelle Williams – APQC Chris Murdoch – Yahoo, Inc. (B) In what aspects are they superior? Eric: Kaye/Bassman – Implementation of the empowerment model. Creating sense of Ownership Krista Bradford – Best Practices align so well with ours. We seem to have re-invented the same wheel. Rachelle Williams – Because she is hot and likes Sushi. Chris Murdoch – Great attitude on the business and 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? Eric: We are very diversified across many industries. I believe that the Healthcare arena will go through major changes due to the new Obama administration and suggest that everyone read Tom Daschle’s book, What We Can Do About the Health-care Crisis to get an idea of where that industry is going and how it will affect other industries. This isn’t just Hospitals. This will affect Payer, Providers and all of their vendors. “HOW DOES ERIC DO IT?” Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Eric: Word of mouth. We like to play the 6 degrees from Kevin Bacon game. 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? Eric: Our lowest cost per hires involves professionals who come back to us based on experiences they or someone they know has had with Bluespeed Technology. Whether they are Hiring Mangers or Most Placeable Candidates, returning customers cost us very little. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Eric: Alumni of Big4 Consulting Firms Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Eric: The amount of training available in this industry is astoundingly vast. I have completed AIRS Certified and Advanced Certified training. I spend 3-4 hours each week watching videos or attending Webinars from the likes of Scott Love, Shally Streckle, and others. Lately, I have been spending time on sites such as Recruitingblogs.com and MagicMethod.ning.com Additionally, reading is key. I just finished the Encore Effect from Mark Sanborn and am now reading Jeffrey Gitomer’s Colorful Little Books. Next on the shelf is You Inc. by Harry Beckwith. 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? Eric: I use Gopher from Blackdog Recruiting Software. It is an ATS that was designed and built by a recruiter. It has many compelling attributes including the ability to use it in an ASP environment. It is very customizable and integrates fully with my Outlook Application allowing it to automatically record and save all email correspondences as well ad build and manage email campaigns. It does acknowledge and Country Code, but it cannot translate from French, Spanish Chinese or Greek. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? ANSWER: Monster and the Telephone. Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality? Eric: At first, I couldn’t believe that anyone would pay us for what we were doing. I had no idea how difficult this job was. The more I learned about the job, the more I realized WHY people would pay us. There are lots of people keeping tabs on the top performers in every industry. If you don’t have a couple of these individuals or firms working for you, then you’re losing to the competition. It was very comforting to realize that this job is very important and very deserving of every penny made while doing it properly. 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. Eric: You are getting into some proprietary information here Dave. I’ll let you know after launch, but think ‘A-la-carte’……. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Eric: The Triple Filtered Process of evaluating candidates prior to introducing them to our client. It allows each individual in the process to pay close attention to developing and using specific skills within our “Search and Employ Process”. Segmentation of duties. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Eric: Untruthful Candidates and Untruthful Hiring Managers Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Eric: A general lack of understanding from Corporate America of the value Third Party Recruiters bring to the Hiring table. 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? Eric: The challenge and pursuit of excellence gets me into the office everyday. There is always something to learn, someone to meet. This career offers many different paths of success and forces one to grow beyond their wildest dreams. Six Degrees: What one thing do you ideally hope to accomplish in 2009? Eric: In the coming year, I would like to build out a Sourcing Practice to provide Internet Sourcing Solutions that are tailored made for individual external clients. The Resume Machine!!! Six Degrees: Anything you want to plug? Eric: Visit our company website, www.bluespeed.net Six Degrees: How Are You Going To Change The Recruitment Industry? Eric: Educate Internal Hiring Teams on how to get the best out of their relationships with Third Party Recruiters.…; Added by Dave Mendoza at 10:20pm on January 4, 2009

Topic: Meet Rob Wetzel, Recruiting Operations Manager & Three Decades of Staffing Innovation: eries please click here. • Rob Wetzel • Recruiting Operations Manager, Compucom • Rohrersville, MD • RecruitingBlogs Profile • Linkedin • Facebook • Email Rob Wetzel has served for nearly 3 decades as a strategic thinker and results driven staffing manager providing best in class recruiting innovations. His career has reflected an expertise in technology as it relates to recruiting processes, identifying talent and deploying Talent Management Systems. Rob has been responsible for creating and implementing the strategy to acquire 800 – 1,400 employees per year within North America. He partnered with business leaders across the company to understand their needs and deployed a strategic staffing solution which improved the retention rate by 35%. He created workforce planning to help forecast future talent needs, talent availability, areas of potential talent problems, and retention. Rob developed a new career website for US and Canada to focus on employment branding and talent cultivation which became the focus to show Getronics as a “best-in-class” employer and was highly recognized by Recruiting Roundtable. His contributions in ATS design and implementation led to major enhancements which increased ROI and enhanced recruiter performance by 40%. Rob was responsible for innovations in multiple system reports to build a metrics dashboard to reflect Recruiter performance, Hiring Manager performance, time to fill, time to interview, cost per hire, cost per source, etc. Q&A with Rob Wetzel Six Degrees: Tell us of your home world. Rob: I’ve been married to my wonderful wife for 27 years. We live in Maryland and have been blessed with 3 magnificent kids. It’s hard to believe they really aren’t kids any more. Our oldest daughter is successful in her career as a VP within her division. She has 2 sons that really keep us young. When my oldest grandson came home from his first day as a 6th grader, I asked him if he was smarter than a 5th grader. His response was “real funny Pap”. My younger grandson loves for me to do magic tricks for him. Our middle age daughter took up the Nursing route and works at our local hospital. She works crazy shifts and sometimes puts in 16 hours a day. She was a tom-boy growing up and played softball in high school and college. Our son is a Sophomore at West Virginia University where he is in the drumline. We enjoy attending the home football games to watch him perform. He is double majoring in Forestry Resource Management and Wildlife and Fisheries Management. He loves anything outdoors, especially hunting and fishing. Over the years, I have enjoyed building various additions to our home on my own. We have a 12 yr. old German Shepherd, a 5 yr. old pound dog who is a black border collie, and my daughters Jack Russell who has way too much energy. We also have 6 pigmy goats that everyone loves to play with. My wife and I have been very involved in all of the activities of our kids. Our daughters were selected to cheer at different Pro Bowl games in Hawaii. I coached baseball, basketball, and soccer when my son played. He also was the drum/percussion captain in our HS band. Although I’m very competitive in nature, I am a good sport. My wife tells me that I have a lot of patience, especially when things don’t always go right. I’ve learned through the years how to handle the bad with the good. Six Degrees: What do enjoy doing on your time off? Rob: I enjoy sports, the outdoors, and building/fixing things. Each year I look forward in going to the beach and hunting with my son. The family loves to travel and a few years ago we decided to take a month to travel out west. We logged just a little over 7,000 miles in our camper. It was amazing to see some of the beautiful sights of nature in person. For 10 years I was president of our local high school Athletic Boosters and my wife was secretary. I am very involved in my church and currently function as the Building Chair of a new $1.9 M facility that we are adding to our current structure. My wife and I were Youth leaders for many years. I am also a Certified Lay Speaker and have shared sermons at our church as well as other congregations. We are involved in “Partner’s In Hope” which is part of St. Jude Children’s Research Hospital. We look forward each month to receive an update on each child we are helping to battle that ugly 6 letter word “CANCER”. It’s gratifying to be able to help make a difference in another person’s life. My family has also been doing “Volunteers In Missions” work for 16 years with our church. We help to rebuild homes for those who have lost their homes usually by hurricanes or flooding in many states. The past 3 years we have gone to Mississippi and Louisiana in helping to rebuild from the disasters from Katrina and Ike. Six Degrees: How many years have you been in the staffing industry? Rob: I have been in the recruiting world for 29 years. Six Degrees: How did you get started as a recruiter? Rob: Since my dad owned an agency, he persuaded me to try it out for 6months. My first impression was why would I want to do this type of job and had the feeling that I wasn’t going to like it. My college education was leading me towards computer programming. After a few months I was surprised that I started to enjoy this profession and looked forward to talk with people and to figure out what made each person tick. As I look back on my interviewing techniques, I think I started doing behavioral interviewing on my own before I even became certified in it many years later at GE. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Rob: Early in my career, I helped to coach an applicant that had just moved to the states. This person was very intelligent and just needed a chance to prove herself. I worked hard in trying to find her an opportunity where she could grow with a company. After several months, I placed her with a Fortune 500 company. A number of years later, I ran into her and found that she was a Sr. Mgr. of a large technology group and was looking to fulfill a large development contract which she had out for bid. I would like to think she awarded this contract to me because I helped her out earlier in her career. She mentioned that she knew I would work hard on the project and felt comfortable that I would complete it on time. I did deliver the project on time and within budget. I have recognized over time that when you go the extra mile to help others, it always comes back tenfold. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? There are a few mentors out there, but I think I really gravitated to Jack Welch’s philosophy when I worked for GE. He communicated regularly that he wanted people to think outside of the box. I know that is an old cliché but I find myself one of those people. I’m always trying to streamline a process, increase the ROI, or finding a way to use technology to enhance productivity. Six Degrees: Tell us about your contributions in your various roles throughout your staffing career Rob: For many years I was the Recruiting Operations Manager at Getronics which recently was acquired by Compucom. My recruiting organization was honorably mentioned at ERE’s Excellence Award ceremony for “Most Strategic Use of Technology” and “Most Innovative Recruiting Process or Departmental Solutions”. I strived to make sure we had the best processes available within the recruiting organization. I enjoyed finding ways to make recruiting more efficient especially when we hired between 800 to 1,400 employees per year. I have about 15 yrs experience in developing, redesigning, and implementing several Applicant Tracking Systems. I also have served on the Advisory Board for several Talent Management companies. I enjoy mentoring my staff and working with senior management to create strategic plans to fill the staffing needs of the organization. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Rob: One of the areas is social networking. Many people have been using sites such as Linkedin, Facebook, Myspace, Twitter, etc. As more people continue to use these social networks, the dynamics in recruiting will continue to evolve as well as technology. These social avenues provide more opportunities to build larger networks and to tap into higher level forum groups. Six Degrees: Have you participated in speaking events, publications, or other recognitions where you have you represented your company: Rob: Spoke at the ERE convention in San Diego a few years ago regarding “Maximizing Your Metrics Across the Organization”. I mentioned earlier of the two awards we received from ERE which were “Most Strategic Use of Technology” and “Most Innovative Recruiting Process or Departmental Solutions”. Recruiting Roundtable also recognized Getronics recruiting website as “Best In Class” in 2006 after we spent time upgrading our branding presence. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Rob: I worked for an agency a long time ago that started to use 90 second video clips on Program/Project Managers. We would invite them in and shoot a 90 second bio clip that we would share with our clients. One client that I visited had just upgraded from the old Beta tapes to VHS. Unfortunately, when I met with several VP’s to review these candidates profile, I realized very quickly that I couldn’t share the videos because I had Beta tapes. Lesson learned was to be better prepared to meet specific requirements of today’s ever-changing market. 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. Rob: Integrating talent management modules within one application. Many companies today have multiple applications (onboarding, workforce planning, performance management, etc.) from different vendors and are having major issues in getting them to talk to one another. Getronics was one of those companies. Many man hours are spent in trying to integrate these modules and usually end up with a spider web nightmare. Most of your common ATS vendors offer these modules that integrate with one other as well as with Peoplesoft, SAP, Oracle, etc. It will cost some money on the front end but will save time, money, and many hours of frustration in the long run by purchasing these modules from your ATS vendor so you can track everything within the same application. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Rob: At Getronics, I received an operational excellence award for being the driving force to streamline the recruiting process. I implemented and rolled out an electronic version of the old manual process to approve requisitions. I took a 2-3 week approval process down to an average of 1-2 days. Some requisitions were approved within hours utilizing this new application. I also was able to provide a bonus for the approvers so they could see where the requisition was in the process and who still needed to approve it in real-time. Six Degrees: What is your next career goal? What do you need to do to get there? Rob: I’m currently searching for a management or consulting opportunity where I can be an integral part in driving and enhancing the overall recruiting process.…; Added by Dave Mendoza at 11:13pm on December 20, 2009

Blog Post: How to Inspire Employee Excellence During Summer

Summer is the season of pleasures. Since we were children, we learned…

Added by Karen Dikson at 9:23am on May 26, 2017

Blog Post: Take This Cult and Shove It - Why Culture Fit Shouldn't Be a Thing: Am I the only one who has finally reached the end of the proverbial rope…; Added by Skip Graham at 1:19pm on September 9, 2015

Blog Post: Is “Be Our Guest” Really the New Employment Paradigm?

You’re looking for exceptional candidates who have either just…

Added by Randy Levinson at 11:56pm on March 6, 2016

Topic: Meet Bruce Tracy of "Technical Professionals", "We can no longer operate in a vacuum": Bruce is a high connector on Linkedin and an avid social media activist with over 20 years of engineering experience in the telecommunications, aerospace and semiconductor industries. Bruce has an Expertise in Engineering/Management recruiting in engineering (semiconductor industry, oil and gas, construction, geology etc.) which he shares with his staff at Technical Professionals, Inc. - it is what makes his firm unique - they are all engineers by training. As of 2009, Bruce now has offices in the US and Canada. Q&A with Bruce Tracy Six Degrees: Tell us of your home world. Bruce:I have a wonderful girlfriend named Tracy (and yes, when we get married it will be Tracy Tracy). She has two great boys aged 10 and 6. My hobbies include almost anything that is done outdoors. My favorites are running, hiking, kayaking, gardening. One of my proudest recent accomplishments was to break 3:00 in a marathon; my time was 2:51. Taking care of our World and our environment is also very important to me. Nearly every decision I make every day involves asking the question: “How will this impact the World”. Six Degrees: How many years have you been in the staffing industry? Bruce: I started my own recruiting company, Technical Professionals, Inc. in September of 2003, so I have been recruiting for almost 6 years now. Full disclosure though, I did work for a firm for 2 weeks prior to that Six Degrees: How did you get started as a recruiter? Bruce: I was an engineer for nearly 20 years prior to becoming a recruiter. I recognized a need for someone that understood technology to become a recruiter in the technical world. I started out recruiting solely in the semiconductor industry, but have since expanded my business to almost anything techie (and some things not so techie). Six Degrees: What single event had the most impact on your sourcing/recruiting career? Bruce: I don’t think it is an event so much as the advent and expansion of social networking. I have always believed in the power of networking in successful recruiting. The advent of social networking forums like Linkedin, Facebook and Twitter ,to name a few, have had a huge impact on the ability to effectively network within the industry. Six Degrees: Tell us about your day to day as a staffing professional Bruce: Well my responsibilities are numerous. I am involved in sourcing, client development, applicant tracking system development, research, web site development, making coffee and anything else that needs to be done. When I started by business I did a bit of research and found out that the average recruiting firm employed 2.3 people. My firm is a bit under average with 2.0 people. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Bruce: I won’t actually name any specific companies, but I have over the years worked with many other small firms, doing fee-splits, sharing research, etc. and I have found that, in general, the industry is a very professional one. I am always amazed at the willingness of people in the industry to help one another. So that is a general observation that I “admire”. (B) In what aspects are they superior? Bruce: I tend to like to work with other recruiters who are customer focused. By customer focused I mean both sides of the equation. I want to work with others that care as much about the candidates that they represent as their clients. I believe that is what it takes to be successful in this business. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Bruce: Well I believe that the economy as a whole has turned a corner. There is some bright news coming out and the stock market seems to have reversed its negative trend as of late. In my experience, these economic sings typically precede company hiring. Another trend that is having a huge impact on our industry is social networking. Position sourcing has taken on a whole new face as of late due to networking. I believe this trend will continue in the future. Six Degrees: Tell us about your broader involvement within the staffing industry Bruce: My broader involvement really involves working with other recruiters and agencies and also helping to foster a positive networking experience. I have hundreds of recruiters in my network reach and I try to assist anyone that asks for help in any way. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it effected your job or that of your fellow team members within the organization - If so, to what extent? Bruce: Well, the recession has certainly changed my company’s structure. As I mentioned, our sole focus when we began operations was the semiconductor industry. An early sense of a slowdown well over a year ago led me to broaden my company’s focus to include many other engineering and non-engineering disciplines. Since we are a small firm we can be very flexible in the work that we focus on. At the same time we do keep our core focus in the semiconductor and related industries. 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. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Bruce: Again, I will not mention specific networks or companies, but in the last year or so there have been a number of new companies in the industry that have provided avenues and sources of jobs to recruit for. These companies sign up companies and/or other firms that advertise their positions and allow other recruiters to work on these positions for a fee. I have participated in several of these. Although this work does not replace my company signing on with clients of our own it has been a great source of supplemental requisitions to work on. It is also a great way to become familiar with other companies and agencies. 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? Bruce: Here is my greatest piece of advice on networking: Do it even when you don’t need it yourself. Here is what I mean by that. I am heavily involved in “social networking websites” and have been on some of them almost since their beginning. I continue to build my networks at all times. One thing I have noticed about some “networkers” is that they form their networks when they have an urgent need for help; as an example, when they have been laid off and need a job. This is not what networking is about. Networking is about developing a support group where members help each other at all times, not just when they have a need. I feel very strongly about that. Six Degrees: What is your next career goal? What do you need to do to get there? Bruce: I truly believe that with current and future technologies the face of recruiting will change. I believe that there will be a lot more fee sharing in the future and a lot more agency interactivity. The industry can no longer operate in a vacuum and those that do will struggle to survive. We need to pull together as an industry and help one another. By the way, Kudos to you Dave for being such a big part to that activity. My next career goal, if you can call it a goal, is to remain a big part of that and to facilitate that change where I can.…; Added by Dave Mendoza at 10:44pm on June 21, 2009

Blog Post: How to create an personal brand that employers will find irresistable