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Blog Post: 7 Ways to Attract Candidates Like a Silicon Valley Startup: Added by Joe Weinlick at 4:35pm on July 1, 2015

Blog Post: 13 Tips: How To Get Started In Recruiting

“You don’t have any experience. You know what you need to do? Come…

Added by Clinton Buelter at 9:46am on May 16, 2017

Blog Post: Social Media Recruiting: 10 Tips and Best Practices: Added by Ngan Pham at 10:33am on July 4, 2021

Blog Post: Agile Recruiting: Top Tips and Best Practices For Recruiters in 2021: The Covid-19 Pandemic has disrupted the way we work and may continue to do so in the next several months. We’ve talked about the bad and the ugly: Possible upcoming recession, increasing business…; Added by Ngan Pham at 11:29am on November 27, 2021

Blog Post: LGBTQ+ Recruitment: 3 Tactics for Effectively Build LGBTQ Friendly Workplace and Why: If you have been following the LGBTQ community’s victories, you probably heard of the recent ruling …; Added by Ngan Pham at 9:35am on February 22, 2021

Blog Post: Interview with Jason Leonard (JCPenney) – Part 1: Added by Soapboxholland at 9:07am on March 4, 2010

Blog Post: Recruiting Perfectionism Is Slow Death: Hard to believe but I wrote this 6 years ago - just when the…; Added by Steve Levy at 12:26pm on April 15, 2015

Blog Post: Utilizing Applicant Tracking System as a Small Business - Top 9 Tips and Best Practices: While an applicant tracking system is nothing new in the recruiting landscape, ATS solutions continue to push the way a recruiting team operates, eliminating menial tasks while helping to build…; Added by Ngan Pham at 9:55am on November 13, 2021

Topic: Meet Thomas F.X. Licari, Corporate Recruiter, And Activist Founder of The Illinois Recruiters Association: link Facebook Profile - MySpace Profile Blog Site Plaxo Resume: http://TFXL.emurse.com Meet our friend, Thomas Licari, RBC Community enthusiast, founder of his own activist local staffing organization, corporate recruiter and family man. Thomas is a Human Capital Management Professional with 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. He specializes in recruitment, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. Overall, he is primarily Client-focused with strong relationship building and strategic planning skills and particular strengths in the broad areas of Recruitment Optimization, Recruiting Technology Expertise, and Executive Recruitment Specialist. I have communicated over the years with Thomas but had a chance to finally meet him one-on-one while he sat next to Jason Davis interviewing live on a webcam at ONREC last September. Thomas did not disappoint, he has a keen sense of humor, the kind where his answers to some of JD's questions would have caused a fountain of soft drinks to burst out from noses had they been privy to his candor and wit. (If you were there, you would attest to the accuracy of my statement!) Thomas has that rare tenacity of not merely being a follower, but a leader in his own right, who cares deeply about the quality of topics and events of the Illinois Recruiters Association he founded, and has been active in referring his own membership to the RBC community. Q&A With Thomas Licari Six Degrees: Tell us of your home world. Thomas: I married my beloved dream girl Kelly Sue August 19th 2005. We rented a private house with its own beach “McKenna” on the island of Maui, HI. We had a huge party with all our family, friends and the giant sea turtles that came to witness our nuptials. We have two kids a girl 2 1/2 years; Alexandria Soleil Licari and a son 6 months old; Dallas Hawk Licari Thomas: My hobbies include but are not limited to: playing the guitar, rocking the mic, geeking out on the computer, watching way to much TV, making up loving nicknames to call my wifey, singing the Dora the explorer theme song to make my daughter smile, becoming mental over the play of my Dallas Cowboys, FYI, some day my daughter will buy the Cowboys for me as a gift, boxing, and teaching my son Hawk how to throw a perfect punch at six months of age Six Degrees: How many years have you been in the staffing industry? Thomas: I have been a Human Capital Management Professional for 15 years and still love it! I must be sick in the head. Six Degrees: How did you get started as a recruiter? Thomas: I became a recruiter by mistake. I graduated college with my 1st degree in Criminal Justice with an eye on becoming a FBI agent. After obtaining my degree I started the testing process for state and federal law enforcement positions. The problem was that I needed a job now so I could eat, and the testing process takes months to achieve a result. So I put together a resume, you all know the kind of resume I mean, as a recruiter I am sure you’ve read thousands of them. The kind that says you did all these wonderful things, but is a really big stretch. I sent my resume for a COO position to a very success female owned temp to perm agency and was called in for an interview. So I dressed up in my only suit and when in with high hopes knowing full well that I was totally 100% not qualified for the position. I met with the president of the company her name was Hallean. She got me in that interview chair and went for my throat for the start. I was too dumb to recognize that she was messing with me. At the end of the interview Hallean offer me a job as a Jr. recruiter. I was totally excited to have a job as it meant that I could eat something other than ramen noodles. I had no idea what a recruiter even did, but you can be assured Hallean taught me in her own very direct way. I think about her sometimes and would love to show her what I became or in other words what she helped create. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Thomas: I was very young in my recruiting life and still wasn’t sure that I wanted it to be my career. I worked for a small technology firm as a recruiter and was given a great deal of authority when it came to the hiring process. Remembering the lessons that Hallean taught me about understanding the “resume stretch” I implemented it into my selection process when choosing talent to interview. I quickly became the top producing recruiting at the small tech firm. After a few months of working there one of my recruits sent me a card all about how I changed his life by giving him a job. I sat in my chair reading the card and suddenly realized that I in a small way could affect change. I fell in love with recruiting right then and there. Come to think about it, I think I still have that card, I should dig it out to show my son and daughter one day when they are older. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Thomas: Short answer my Pop! I wanted to prove to him that I could be the best recruiter. You see he wasn’t sold on the fact that I turned down offers to go into law enforcement at the time. So when I decided that I would continue my career as a recruiter I made up my mind that I would succeed at it. The second person would be Scott A. Spear currently the co-founder and Executive Vice President of Corporate Strategy at Acquity Group. I worked for Scott at Modern Business Technology when he founded the company. Scott always had a way that I can’t explain fully around the hiring process. When I recruited for him he always had a great eye for talent and a different approach for judging all candidates. It wasn’t behavioral, skills, or matrix driven I think you’d call it instinct. Anyway I told you I couldn’t explain it. He had the uncanny ability build structure where there was chaos. He is a good guy look him up & connect with him http://www.linkedin.com/pub/3/2a7/755. The third person would be Tim Simmons the guy is just unbelievable at dealing with people. You’d just have to see him work to know what I mean. He is a top notch people person and I tell him often that he should write a how to book http://www.linkedin.com/pub/0/189/958 Six Degrees: Tell us about your job, Thomas Thomas: I can description my current roles in two ways; I am the president and founder of the Illinois Recruiters Association and a professional consultant. As the president and founder of the Illinois Recruiters Association my responsibilities are providing strategic direction, building membership, constructing the organizations web channel, virtual marketing and participating in speaking events. The size of the Illinois Recruiters Association is a moving target because we grow larger every day. We currently have over 2500 active members with a national newsletter that reaches over 10,000. As a professional consultant in area of Human Capital Management. I have 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. I have proven abilities in recruiting, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. I am Client-focused with strong relationship building and strategic planning skills. Other key areas I might be able to help you with include: Recruitment Optimization, Recruiting Technology Expert, Successful Instructor, Networking leader, Team/Project Leader, Executive Recruitment Specialist. If you need help feel free to give me a call if I don’t have time to assist I’ll refer you to someone that can. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Thomas: I admire the following: Doug Berg the founder and chief innovation officer of Jobs2Web because of his vision. Shally Steckerl from JobMachine, because the guy is just that crazy good, also I believe in what RD Whitney is doing with Onrec. (B) In what aspects are they superior? Thomas: Doug Berg all you need to do is visit www.jobs2web.com. To understand why I dig Doug is visit http://www.jobs2web.com/what-we-do/attract-talent/ read the page and you’ll get it I promise. Shally is best in class as a recruiting technology strategist, he is always willing to help people, and constantly comes up with new great ideas, he seems to drive the industry. RD Whitney I’ve gotten to know personally/professionally and he really goes all out to build strong virtual marketing channels for all his exhibitors at the OnRec shows. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Thomas: Government bail outs, the down economy, global recession. The WHY just bums me out when I think about it. Hiring slows down to a snail’s pace and my fellow recruiters starve. To all my fellow recruiters out there reading this keep your head up things will get better. If you are looking for a new job email me and I’ll try and help. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Thomas: The event I’d really like to focus on is the January 28, 2009 Training Seminar & Networking Event. I am invited an expert panel of Web 2.0 recruiting strategists to discuss Topic: “Web 2.0 Recruiting & the Latest Trends”. If you are going to be in Illinois 01/28/09 come check out this event. For more information visit www.illinoisrecruiters.org My events can easily be found with a simple Google search or visiting http://www.illinoisrecruiters.org/calendar/calendar.htm. Six Degrees: What is your next career goal? What do you need to do to get there? Thomas: My next career goal is to build the largest professional recruiters network in the industry, which include educational/networking events. All I need to accomplish this is more time. Recommendations “Thomas is able to build relationships with Hiring Managers quickly, thereby, jump starting searches with accurate information. Thomas is creative in his sourcing approach and keen on networking to find the right people at the right time for the right job. He is a great team player and a delight to work with!” November 12, 2007 Mary Claire Ryan, Dir. of Global Exec. Search and Diverstiy Staffing, Abbott Laboratories “Thomas is a knowledgeable recruiter and an expert 'networker' who works tirelessly for the Illinois Recruiters Association. He has arranged and promoted a number of very useful educational and networking programs for local recruiters to hone their skills and enhance their professional networks. I have known Thomas for a number of years and all of my interactions with him have been positive and productive.” October 24, 2008 Marianne Murphy-Orland, Executive Recruiter & Training Specialist, Electro-Motive Diesel “I have had the opportunity to attend several Illinois Recruiter Association meetings that have been hosted by Tom. He does an excellent job in providing relevant information to his audience; things we can use right now. I definitely look forward to interfacing with him in the future.” April 22, 2008 Mike Madura, Manager Recruiting, KPMG “I had the opportunity to see Tom "work his mojo" at the Illinois Recruiters Association's meeting. He provided an excellent presentation and was able to talk with a diverse set of recruiters in the room. He was able to explain it so that it made sense to all levels and was able to get into some advanced topics without losing the room. Based on his presentation I could see clearly why he has been such a successful recruiter. I would highly recommend Tom for speaking and recruiting engagements.” April 17, 2008. Top qualities: Expert, High Integrity, Creative Scott McCance…; Added by Dave Mendoza at 3:34am on January 12, 2009

Topic: Meet Carol Mahoney, Live & Leaping From Yahoo! to Talent Acquisition On Demand: ortant, and sometimes lonely job. I know because I’ve had the job more than a few times in my career." "Central to an organization’s talent acquisition success is: an engaged executive and management team; a creative, competent and accountable recruiting organization; and a relentless focus on the candidate as the customer." "A good 85% of recruiters hate a structured process imposed on them. If your tool also imposes a process, the likelihood of universal adoption is low. You can beat them mercilessly but they will evade you at every turn. It’s not always “user error” or poor configuration decisions that make a tool bad. Sometimes the tool is slow; or the search capability is uneven; or it simply does not work." Carol Valenti Mahoney Consultant, Talent Acquisition On Demand A division of Live and Leap, Inc. Phone: 650-799-9431 • RecruitingBlogs Profile • Linkedin • Twitter • Facebook • Business Website: "Professional TA"; F5 and Live And Leap • Personal Blog: http://www.liveandleap.com/blog Carol Mahoney has always been an early adopter. In 2010 we find the vernacular passe' but in the 1990's she co-founded "Guerrilla Recruiting” tactics, a hands-on workshop geared at helping high-growth companies compete. She was one of the first to recognize the significance "e-cruiting," and was innovative in recognizing the value of hiring sourcers to use the internet to produce passive candidates. What makes Carol unique however is how she treats people. I have had the pleasure of visiting the Yahoo! campus on two separate occasions, and I was immediately aware that a special culture had been fostered under her leadership. A Margarita machine, balloons, and schwag galore were within my peripheral vision and employees were ... happy. It was downright festive as it was hectic; a bee hive swarm of activity with a common vision. When you walk the halls with her, take an elevator - it's never quiet, the pulse of the organization followed Carol and it was contagious. It was the only campus I have ever walked into where you had the pervasive feeling this staffing organization was a family not simply a team. Talking to her, you have the sense that she is one of the most elite of subject matter experts in her field, and yet she has a familiar, approachable air around her that is filled with a bellowing laugh. To make the point sink in, when I first visited Yahoo! my ears had popped on the plane upon landing and I could barely hear a thing. It was her laughter catching fire within the cubicles assembled throughout her floor that resonated that this was the place to be. It was obvious that her recruiting org had enlisted enthusiastically on behalf of her War for Talent. She was the boisterous thinker overseeing the battle plans in all things. Today, Carol Mahoney is the leading the way with "Live and Leap, Inc." The company, founded in June 2009, is comprised of two separate ventures: F5, Forums for Females Focused on a Fabulous Future; and a consulting arm dedicated to providing on-demand Talent Acquisition capability and support for high-tech companies – most recently Juniper Networks. Prior to founding Live and Leap, Carol was Vice-President of Talent Acquisition at Yahoo, Inc., where she built a formidable global talent acquisition machine that produced thousands of high-profile hires to fuel Yahoo’s hyper-growth. In her 20 year HR career, Carol has held a variety of leadership and consulting roles for high-technology companies including Intuit Inc., Apple Computer, Synopsys Inc., Digital Equipment Corporation, and Advanced Micro Devices. Carol graduated from Santa Clara University with a Bachelor of Arts in English. Q&A with Carol Valenti Mahoney Six Degrees: Tell us of your home world, Carol. CAROL: I’ve been married to Frank for 22 years. We have a 21 year old son, Douglas, and a beloved labradoodle, Luke. I live on the ocean in Pacific Grove, CA and I enjoy the gorgeous seaside as much as I can. I walk along the trail daily and often take the laptop down to the bench across the street to bring the concept of “working at home” to another level. I’m absolutely passionate about using my energy, connections and sense of humor to inspire women to create a “fulfilling, fabulous future”. To that end I produce a blog and have sponsored 2 forums for females. Six Degrees: How did you get started in the recruitment industry? CAROL: A hiring freeze at AMD took me away from my dream – a marcom job. The dream job that went “on-hold” gave way to an interim job as recruiter. I never looked back. I loved the recruiting game and quickly found that I loved to manage recruiting and HR. I was one of the youngest Recruiting Managers when I put the management career on hold to spend more time with my one and only son! The result was that I began contract recruiting – a job I thought would allow me to balance my role as mom more easily than a corporate manager role. The rest is history. I re-entered the work world as head of TA at Synopsys and continued along that path (with one notable detour – more later) until I left Yahoo! last year as Vice-President of Talent Acquisition. The exception? A brief detour in charge of Recruiting Operations with ProQuest (now Duran HCP) that also included developing and delivering Guerrilla Recruiting™ in partnership with at Gardner Consulting. Six Degrees: What single event had the most impact on your sourcing/recruiting career? CAROL: The biggest impact to my recruitment management career came in 1999 when the rolodex gave way to what, at the time, I dubbed “e-cruiting” I knew that sourcing would never be the same and had to trick my employer into hiring sourcers who would use the internet to produce candidates. It was a resounding success and today I’m blown away by the frontiers yet-to-be conquered, as social networking bulldozes onto the recruiting scene. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? CAROL: I have many mentors – mostly women – who have taught me about great leadership. I believe at the heart of any great organization, are great leaders. This applies to talent acquisition organizations as well. So I continually strive to hone my management skills, my strategic mind and my ability to connect with others in the pursuit of a meaningful, successful career. Mentors include: Cheryl Van, ex-VP of Talent at Yahoo! – she taught me that engaging your heart is as important as engaging your head. Great leadership means bringing the whole woman to work – and that means bringing compassion and respect too! Every night she walked the halls to encourage people to go home – work-life balance actually meant something to her. Libby Sartain, ex-Chief People Officer, Yahoo! – the woman laughs louder than I do…a feat I thought was impossible! She taught me that a successful woman doesn’t need to button up so tight that she doesn’t even recognize herself. Libby allowed her personality to color her leadership and she was best when she was unadulterated and un-cut! Sherry Whiteley, SVP of HR at Intuit – some of us suspected that she was a fortune teller on the side. She had an uncanny “gut” and her intuition complimented her intellect allowing her to achieve near-miracles on a frequent basis. I thought my intuition was something to keep quite about, even embarrassing, until I met Sherry. Now I wish it was as honed as hers. Six Degrees: Tell us about your current projects. CAROL: While I’m currently a one-person show, I intend to grow this year. I am president, the number one consultant, the bookkeeper and web master. Offerings Include: • For larger companies or ones with an established TA function: o Assemble, deploy and manage outsourced SWAT team (recruiters, sourcers, program owners, etc.) to address specialized or unplanned recruiting needs. o Best Year Yet™ for Talent Acquisition: Partner with Talent Acquisition head to customize and facilitate a team-building and goal setting process that will ensure maximum performance of team. (I did this for 2 years and I am a huge proponent of the process!) o Deftly manage key projects or initiatives that have no internal owner (e.g. branding campaign, social networking strategy, systems deployment, etc.). • For smaller companies or those without a TA function: o Assess and recommend TA Strategy and Plan based on needs of company vs. TA capability. Implement plan if required. o Interim recruiting leader - temporary, part-time and outsourced. o Apply expertise and network to identify and select talent acquisition contractors, employees, vendors. o RPO: Staff and manage outsourced teams of recruiting resources. Efficient and compliant. Six Degrees: What speaking events, awards, publications, have you been featured to represent your company? CAROL: I’ve had a number of speaking events in the last few years for organizations like Kennedy, SHRM, AustralAsian Talent Conference, HRTC, and many more. When I headed at Yahoo! my branding efforts yielded several webby’s – for our careers site and our branding campaigns. In addition, under my reign, Yahoo’s revamped career site won best career site through ERE. Six Degrees: Tell us about Your new venture, Carol CAROL: I founded Live and Leap, Inc. in June, 2009. It is the umbrella company for two separate consulting ventures: Talent Acquisition On Demand – a Talent Acquisition management solutions company; and F5 (Forums for Females Focused on a Fabulous Future) – a venture dedicated to providing tools, inspiration and support to women compelled to transform their lives. Today, I’m focused on getting the word out about my Talent Acquisition practice – what I’m doing and why. Six Degrees: What is Your Company’s Value Proposition? CAROL: I love leading Talent Acquisition. But instead of working “inside” running one organization at a time, I’m interested in broadening my reach and leveraging my extensive Talent Acquisition management background, experience and access to talented recruiting resources to benefit a host of organizations in a variety of industries. My solution offerings, though varied, are designed to help the leader in any organization who says, “the buck stops with me to ensure that talent acquisition efforts at my company result in producing the knowledge workers required to create marketplace advantage.” It’s a tough, important, and sometimes lonely job. I know because I’ve had the job more than a few times in my career. When I was VP of Talent Acquisition at Yahoo, I often looked for consultants with recruiting expertise and management savvy to augment my leadership team during peak activity periods. While recruiting and talent experts were available in the consulting marketplace, I found that Talent Acquisition Management consultants and experts were in short supply. I’m a talent acquisition management veteran who has "been there and done that". I have the perfect background to help clients bridge TA management gaps through consulting, tools and coaching. Six Degrees: What is the pricing structure for your services/products? CAROL: Pricing will vary depending on the assignment. In general, I plan to offer my services on a retained basis for less than 1/3 of the cost of a contract recruiter. Six Degrees: Do you blog? CAROL: Right now I do a blog for F5 – focused on supporting women in transformation. I plan to start a TA blog on management as soon as I have a little more fodder. “Watching Carol Mahoney in action was like seeing the leader at the World Series of recruiting. For nearly six years Carol successfully orchestrated the recruiting efforts that resulted in the hiring of thousands of exceptionally talented employees worldwide. The largest increase in Yahoo!’s history. Carol raised the standards and wrote the book on how to create a successful world class recruiting team (is the booking coming soon, Carol?). Without missing a beat she built & motivated a talented staffing team of over 250 people, she created a award winning career portal, nearly eliminated the use of outside agencies and she effectively brought executive recruiting inside. Her legacy included leading effective marketing campaigns over several years (& won numerous awards), and spiking the employee referrals to an all time high. No wonder that Carol is in demand on the speaker circuit and not just because of her superior reputation as a brilliant & innovative recruiting visionary but because she is also a rousing story teller with fabulous sense of humor. I would the welcome the opportunity to work for her again.” Noelle Tardieu, Recruiter for Talent Acquisition, Yahoo! “I have worked with and for Carol Mahoney for nearly 10 years and two companies. At Yahoo! Carol built a small and poorly organized staffing organization of 35 to nearly 250 at one point. Carol has an amazing strategic ability coupled with operational rigor to develop a high performing and (multiple) award winning organization. She brings humor, candor and an amazing ability to not only see the big picture but pull the right talent into the right jobs to achieve amazing results. I say today, what I've said before, "I'd work for Carol anywhere."” Stephanie Prout, Sr. Manager, Talent Acquisition Programs, Yahoo!…; Added by Dave Mendoza at 5:21pm on January 24, 2010