Search Results - recover

Comment on: Topic 'Poll - What do You Find More Annoying? (Random Job Reachout or Misplaced Applic…': s that compasion has to have some limits or we will end up in the same shape as many of those we work with by spending copious amounts of time trying to help when we should be doing our jobs. I realize there has to be a balance but it is difficult, for me at least, to keep from being sucked into a time warp trying to help to the point that i spend half the night trying to get done what i should have done while i was spending an hour on the phone talking to someone who wants career advice, followed by another soul who just shot themselves in the foot by calling a hiring manager on Sunday demanding to know status on a position he has been waiting to hear about wanting advice on how he can fix his mistake, followed by the mother who is calling for advice on what her kid should major in to get a job in three years, followed by the guy who says he doesn't fit the job he applied for but wants my advice on what he needs to do to be able to do that job, followed by several friends or family members who just got mad at their boss or decided that they hate their life and want my advice as to what their grand plan should be to make a life change, followed by the candidate who just accepted a job and now wants to tell me that he took two hydro codone that his grandmother gave him so he's worried about the drug test, followed by about 40 email applications from folks who either do not read job requirements, don't believe we mean it when we say "no relocation" ( all of whom by the by get at least a "thank you but not a fit for this spot" email, followed by the walk in who wants to know what we do here and could he have a few minutes of my time to go over his resume with him and explain what i do and how i do it and help him with his resume and tell him how to find a job while three lines are ringing my email sounds like the anvil chorus, i have missed two phone interviews because i got stuck on the phone with the woman who has never worked outside the home and wants to go to work making 50K a year when her divorce is final because that is what she needs to live on, interspersed with the call from the lady who has not worked since 2003, has a high powered MBA from a high powered school and is mad as hell because she is sending resumes to jobs that she has no clue how to do but thinks everybody is an idiot because they do not recognize that her MBA training qualifies her to manage any business or process and we are all a bunch of provencial fools because nobody will pay her what she made in 2003 before she was laid off, Add to that the declined candidates who thought about it for three days and are calling to see if they can get more information on why they were declined after they blew the interview and are now sure it was some sort of discrimination. There's more but i'm trying to recover from too much compassion this week. I am mad at myself for letting my time and my responsibility to my client to fill about 30 positions that need to be filled in the next ten days be vampired by people who need and deserve compassion and a few kind words. I still have the hours between 2 and 7:00 in the AM for that elusive quality called sleep. Maybe next week. Yes, i'm tired and testy and it's my responsiblity to manage my own time in a more productive manner. However, today I want to bitch, scream and throw a running screaming fit while yelling, "Get back, i am sorry you are unemployed, worried, don't have anything to do and you are burned out trying." "I'm sorry you don't know how to write a resume, have you bothered to look on the net at the million examples?" I'm sorry you haven't heard anything from the 200 resumes you sent out last week did you really have the qualifications for all 200 of those jobs?" "I'm sorry your boss is expecting more of you than you have the time to do, damned if i don't feel your pain, but i've made three quick suggestions of what and where you might look and each was met with "Yes but". Ok, my compassion bank is overdrawn, i am tapped out this week. I am going to RBC and bitch my head off to blow off some steam with my peers who understand what i'm talking about so i don't tell some soul in trouble or lost in the sea of unemployment that maybe they better move back in with their mother at age 45 and just do the laundry because they are unemployed and too damned old to ever get another job that pays over minimum wage. If i do that i might really dammage someone's self esteem. I been listening to people bitch, whine, complain, panic, throw fits and be too lazy in some cases to do anything for themselves this week. It's my turn. So there. Next week i have four appointments with folks who need counseling , want to talk about their career goals, or cry in my office that i rolled over to next week to buy myself some time this week to try and do what i need to do. Yeppers , i will "get over myself" so i can do that but forgive me the need for a little rant to blow off the compassion overload. Maybe i just learn to say No, LOL. Demented laughter and heading for the bottle of wine that i think somebody brought me last week because i took care of their damn dog while they went on an interview and the cute little bugger crapped in my office while i was on the phone. TGIF…; Added by Sandra McCartt at 5:17pm on April 27, 2012

Blog Post: Co-Working Spaces: The New Way Of Working For Employees: More and more businesses are embracing a hybrid working model. Commuting to the office five days a week might have once been the norm, but according to a survey conducted by Free Office Finder in…; Added by Adam Johnson at 12:16pm on June 30, 2022

Blog Post: Can You Train Employees for Resilience?: Added by Sean Pomeroy at 11:05am on September 10, 2015

Blog Post: What I Learned From Reading 1017 Cold Recruiting Emails

I’m not in a good mood right now. I'm pissed to put it…

Added by Clinton Buelter at 12:01pm on December 14, 2015

Blog Post: Social Recruiting Won't Be Cheap Forever: While examining the pros/cons of using social media tools for recruiting, I've often seen arguments highlighting the cost of these tools as a determining factor in adoption. Currently, many of the…; Added by Omowale Casselle at 9:15am on March 23, 2010

Blog Post: YOU WANT WHAT?: Monday of this week started off on an upbeat note. Two potential placements coming to a close after months of what I am beginning to regard as not recruiting but “search and rescue missions”.…; Added by Sandra McCartt at 2:41pm on October 26, 2011

Blog Post: My Time as a Job Seeker

Let me just start with the simple truth that looking for the…

Added by Anna Brekka at 5:36pm on March 26, 2014

Comment on: Topic 'Whats the best ATS software for small to mid size companies?': oose the software even if it is one of the pricier ones out there. I chose it despite that fact because after that investigation it certainly looked one of the best in terms of what it offered. We can afford it and you are correct, I did understand the costs full well and entered the contract with 'eyes wide open' so that was my choice. To your point about 'when value is felt', I suppose from my side it is difficult to completely disregard the cost of that value you are seeking, and the greater the cost the more you feel that 'lack of value' so I think those two things are difficult things to separate. I just can't see beyond the belief that we shouldn't pay for something we couldn't use. If it is the way 'SAAS' vendors operate, it is in desperate need of a change. I was speaking to a good friend who works for a company that specialises in compliance and trade order systems for the financial services industry and he was telling me that clients pay half of the fee on installation of the software, and the remaining half on go-live. It is sometimes debatable as to what constitutes go-live, but they tend to base it on the date on which the client is able to derive sufficient benefit from the system and in deriving that benefit are happy to sign-off the acceptance of that software. I know SAAS systems are different and don't require an installation as such, but the way they operate shouldn't be that different to older installation-based systems as to charge people a full fee before they are able to derive any benefit from it. Anyway - I think we may agree on that point. 2.) IMPORT - Perhaps I could have run one or two more tests before spending the time preparing the data for import. I have worked as an IT consultant and I haven't worked on many projects where some issue comes up and one bemoans the fact that one could have done more testing. However, I spent a considerable amount of time in my 'planning', based my data preparation on what I researched in the Bullhorn Support Centre in conjunction with a lot of questions to tech support, and so believe I was pretty thorough in my approach. I appreciate that imports are complex affairs, particularly as client data and requirements differ markedly from one to another and so to get an import carried out successfully, vendors need to make sure they can cover their costs and so fees are high. However, in providing tools that allow clients to carry out a simpler import, the tools really need to work. I did readily admit that to their credit Bullhorn eventually agreed to do the import for no charge, but it did take a very long time to come to that conclusion. The recent attempt at import has uncovered a few more bugs in the import tool and I really think that a professional organisation should have a tool that works properly. If not clients that are offered this tool as an option, will always face issues and have to revert to Professional Services which will incur a cost that wasn't expected. 3.) CONTRACT - I think you're spot on when you say that contracts exist as a tool of last resort. In one of my final discussions with Bullhorn on the matter, the contract was referred to right upfront in the conversation with the Bullhorn representative telling me that as a signatory on the contract I should have understood it and must therefore pay. I said that I understood this full well but that having been a business owner myself, when one of my clients had raised a situation where a contractual term did not make complete sense or possibly threatened a fruitful ongoing relationship, we had carefully considered their case and when required had moved outside of the strict contract terms to maintain a good working relationship. I suppose what I felt continually through the process is that they had not carefully considered the facts of our particular case and were going to the contract and it's terms long before they needed to. 4.) SHARING MY EXPERIENCE - You mention my one-sided, self-serving story Martin. Clearly you disagree with the sharing of my experience with others? I consider myself a reasonable person and have tried to keep strictly to the facts of my experience. Bullhorn are welcome to share their side of the story too. The crux of the matter is that I really feel strongly that they have not tried sufficiently to understand the extent of my frustration. At no point has anyone ever picked up the phone and called me and said 'Let's try and come to some kind of resolution on this'. Aside from the one telephone conversation, which I requested many times, I have only received emails with a pretty hardline, reasonably unapologetic attitude, informing me that as a signatory I am responsible for what I sign. When dealing with a software vendor, after-sales support and customer service is most often more important than the functionality of the system itself and on this side of things, in my experience, Bullhorn fall horribly short of what I think are my reasonable customer expectations. Thanks again for your response. Martin H.Snyder said: Nobody likes to see Bullhorn screw up more than I do, but Justin, I'm afraid to say that I think you had a hand in creating the problems and that you responded disproportionately to those problems. The quote for the conversion was high, but at least on the planet. Conversions are craft-jobs that require extensive quality communications to achieve great results. That’s costly no matter who does the work. All vendors know that not every new customer can afford that service, and there are always smaller import/export jobs that need doing, so the good tools all have robust tools to help end-users with DIY projects. In your case, you found a legit bug in the import tool, but a pro import analyst would have run test loads at the earliest stages of the project- the initial map- which would occur prior to massaging the bulk of the data for import. So their bug and your inexperience led to an obstacle. Your expectation was that they would move heaven and earth to see you through the job, and when they failed to do that, you became angry. Then, to their credit, they ended up doing the job at no charge anyway. So to fully understand customer centrism, we need to know that when pro services are out of reach financially for customers, vendors should then just step in and do the job anyway. I guess I get it…..but how good do we want vendors to be to customers other than ourselves? Next up is a misunderstanding of the financial obligations. You say that, sure, there is a contract, and yes, it does spell out the start and end dates of the payments. I will guess that customer centrism means payments are only due when value is felt and contracts are for the other guy? With the former, I can agree 100%. We would never try to sustain an account charge when a customer could not get value. Contracts exist as tools of last resort in a business relationship. When Bullhorn goes to the contract first, that’s a big mistake and something they will have to fix, but clearly, you signed it, and you are obligated to pay it and then recover for their breach. Withholding payments due is your breach, regardless of their breach. That said, most people understand that the accounting functions and customer service functions of smaller businesses (and Bullhorn is still a small business) are often quite separated. They ended up doing the right thing, again, as would be expected. And here you are, filling search engines up with your one-sided, self-serving story, trying to hurt them because they would not bend as fast as you wanted them to. Sometimes firms screw up. Lucky we are in a business where life and limb is not on the line. Sometimes disputes take on personal or emotional baggage, and one side is clearly unhappy but for difficult to understand reasons. Customers are the life of any business, but they are not always right, and they have ethical obligations which exceed the mere handing over of money. I took the time to pen this because people can learn from it. The original sin was your acknowledgement that Bullhorn is expensive, yet not really accepting what that fact means. Affordability is personal, of course, but when you buy something expensive, the purveyors expect you to be a person can happily afford the offering. When that’s not operative, it’s not automatic trouble, but it takes some patience and accommodation on both sides to work out well. That seems absent here. …; Added by Justin Pearse at 2:39am on December 5, 2012

Topic: Meet Beth Havens, A Corporate Recruiter with a Physics Degree & Love Ancient Architecture: ue. Personal Causes: Saving Edith Wharton’s Home in the Hamptons, it’s a very unique bit of history Office/Cell Number: 805-212-0612 Personal Email: msbhavens1@yahoo.com *** Beth is Available for New Opportunities Beth Havens has been a Full Cycle Contract Technical Recruiter with more than 12 years exempt recruitment experience in high-volume, high profile technical and scientific fields. Beth takes pride in her expertise in areas such as risk reduction, ability to work independently or in teams, vendor negotiation, collecting and defining business requirements, executing strategic searches, workforce planning, strong flexibility to adjust to demanding environments with attention to details and deadlines. Q&A with Beth Havens Six Degrees: Tell us about your home world Beth Beth I am an empty nester with a busy year ahead of me! My youngest Daughter Graduates from the University of Louisville, in Kentucky, on the 9th of May. (Yes that is the week after the Kentucky Derby, for you horse racing fans out there) My Oldest Daughter is getting Married in August, and finishes her Masters at USC in December (her BA is from UCLA, she has a fine sense of humor) otherwise it is just me and the critters at home these days! Have Dog will travel! Hobbies! Oh my! Aside from the obvious hobbies of gardening and hiking, I am known to write poetry, I have a book on lulu dot com that I put together for the friends and family who complained, “Toads Pond”. I’m known to hang out with the Society for Creative Anachronism on occasion. I enjoy medieval engineering, heraldry, textile hobbies and other interesting tidbits to be found within that group. I love ancient architecture. I’m far more likely to be found in the museum or the garden than on the beach. I’m terribly unsocial in my private life for a recruiter. Six Degrees: How many years have you been in the staffing industry? Beth I started recruiting in 1995. My BS is in Physics and Computer Science and finding a job in that market was a bit tough, when I stumbled across a recruiter who thought I’d make a good recruiter. I think a good many recruiters stumbled into the industry via odd roads. I had the pleasure of working for an IT staffing company called XXCAL for a good many years before I went into contract recruiting. Since then I have been doing contract and freelance recruiting. Generally I get called for one of two things, either hard to find Scientific, Engineering, IT or Technical people, OR oddly enough, hard to work with hiring managers. I have worked with both very large companies like Citibank, and Sony electronics, and small companies(less than 100 employees), like Xencor. I find either can be great opportunities as long as there are interesting requirements to work on. Six Degrees: How did you get started as a recruiter? Beth Full Cycle Contract Technical Recruiter with more than 12 years exempt recruitment experience in high-volume, high profile technical and scientific fields. I am dedicated and work to give a high level of professionalism. My abilities include strong written and verbal communication, risk reduction, ability to work independently or in teams, vendor negotiation, collecting and defining business requirements, executing strategic searches, workforce planning, strong flexibility to adjust to demanding environments with attention to details and deadlines. Most recently, Beth serviced at Sony Electronics, Inc. through Integrity Placements, performing full cycle recruiting, mainly for ISSA, Legal, Marketing and Controller groups. Recruiting mainly SAP manufacturing and finance project lead and management for ISSA. Participating in research and development for a strong print ad campaign, as well as searching for and developing stronger presence in recruiting online in niche arena’s for specific job functions, mainly seeking Project experience for large ERP projects. Helped to re-create the in house staffing function at Sony. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Beth Transitioning from Agency Staffing to Contract Recruiting - it allowed me to really do the parts of recruiting I like best! Working directly with hiring managers to fill needs, and working on finding the candidates to fill those needs, while not having to do the part I dislike which is hunting for prospective opportunities. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Beth I have to say the person I learned the most about recruiting and business in general from, was Marv Hoffman. Marv not only provided a great deal of recruiting training, but encouraged his recruiting teams to participate in groups that they could learn more from. For instance while working with XXCAL I belonged to several users groups that were great souring pools. (NT users group and a VB Testing group for example) We attended recruiting conferences and Marv had his own training sessions as well. It would have been hard to spend any length of time in that group and NOT learn a great deal. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Beth Currently I am doing freelance work, taking on requirements from staffing firms who need a bit of help, and doing splits while seeking that next contracting opportunity! Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Beth I am hoping the Trend in new Energy Development and Deployment will have a great boost in my future opportunities, as I’ve been keenly interested in alternate energy sources since I was a teen. Be it thermal heating systems, Wind turbines, solar (recently read a great white paper from MIT on some solar energy changes that would radically alter the amount of energy you are ABLE to use from solar cells) or even passive energy creation or conservation. (for instance if you don’t lose as much heat from a home, you don’t need to create as much, etc.) But then I’m always interested in engineering and architecture, so this shouldn’t’ be too big a shock for those who’ve been reading along. I am a geek by nature, and no! That is not a negative statement! Six Degrees: Tell us about your broader involvement within the staffing industry: (Do you attend conferences? Which ones? List/detail speaking events, awards, publications, where you have you represented your company) Beth I have attended conferences in the past, SHRM, ERE and many conferences that were directly related to my recruiting needs, Like the Optical Electronic Industry conferences, or Computer conferences which were related to industries I was recruiting for. My personal favorite is the OPIE. I have to admit, I have a couple Schott glasses from the Schott glass company. That has to be one of the best give aways ever. 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? (If you have been laid off, tell us about the experience, when it happened) Beth My last contract ended at the end of January in 2008. I was very surprised that I didn’t have several opportunities in the wings when it ended, but still, I didn’t think I’d be working freelance as long as I have. I had remarked to some friends in 2007 that some banking transactions I’d had reason to observe worried me as to the state of several banks stability. I really hate to be right some days. It seems to me that the media began paying attention to the recession in Late 2008, but that the recession itself began early 2007. I began seeing a great deal more recruiters looking for work peaking in the winter months of 2008 and finally starting to subside in about March of this year. Of course in times like this, Good Sales Staff are worth their weight in gold, but they aren’t automatically created from thin air, so both staffing agencies and corporate business have found themselves going through sales staff and training at a rather intense rate (good training is far too under rated and under utilized in my opinion) while other business find themselves holding their collective breath, so to speak waiting to see what is happening on the world stage, or even failing in the interim. We will recover, economies do, sometimes more slowly than others, but we will recover. Now, where we will all be at the other end of that recovery, that is the question! I admit to having some Thoughts about the viability of changing direction, but to what purpose? Important questions these! I think one of the best indications that the bleeding of the economy is slowing down is that there are more advertisements for recruiters and a big slowdown in the number of NEWLY unemployed recruiters. If there are Jobs, there will be a need for recruiters, so it is, I think, the number one job listing to look for in a recovering economy. Interestingly there seem to be a great deal more ads for the east coast than west coast coming up on my searches. That too may be an indication of what we need to watch in the coming year. Are other economies recovering faster than the California economy? And which industries are recovering fastest. Which seem to be failing completely? I enjoy searching through this information on a regular basis lately. Also I would expect some staffing agencies to do really well when the economy begins to heal because when applicants are abundant, what manager wants to wade through hundreds of resumes to find a few gems? So the pick up in Agency hiring is to me another indication that the recession is beginning to ease just a bit. I am looking forward to a happier year! 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? Beth You know that is a great question! I have joined a few interesting groups in an effort to get more visibility. I joined the “Ruthie List” and “Carecruit” (California recruiting) groups. I also started receiving other industry communications that I thought might be useful for finding companies that might need my services. I found a few browsers that have been uniquely helpful. Indeed.com is a site that lets you see jobs on several boards and even private company sites at once. Which also just brings to light several possible companies that might be useful. 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? Be specific Beth I should advise against sharing too much personal information, there really is (and I believe, should be!) a difference between your personal and public life. Other than that, be interested in others as much as you are interested in promoting your own needs, because if you don’t listen to others, you will miss opportunities for yourself! (or maybe even an opportunity for a friend) Six Degrees: What is your next career goal? What do you need to do to get there? Beth There are a couple things I’d like to do. One objective is to work with a small company helping build a solid team from the ground up. Possibly working that effort into an operations Lead position later on. Another thing that I’d be interested in doing is leading a recruiting team for a large company. Either objective is highly dependent upon opportunity. I have my eyes open for just such an occurrence! “HOW DOES BETH IT?” Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals? Beth When corporate recruiting, it has been my experience that the overwhelming vast majority of the hiring was the result of sourcing efforts on my part, which included, corporate advertising, searching internal and external databases and networking. I found that a good candidate was just as likely to be found by anyone of these methods as the other, which is why I employ all these methods. . 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? Beth Without doubt the lowest cost per hire I have found has been with previously known candidates, or internal transfers. An internal transfer does not always mean another opening. One of the things smart companies do, is to review the personnel they have to let go from One team, for the likelihood they can fill openings in another group. The cost savings can be tremendous there. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Beth I generally focus on hard to find IT, Engineering or Scientific candidates, though I’ve been asked to fill legal openings as well. While at Sony my main focus was in hiring High level SAP management and design level candidates and Law candidates. While at Amgen it was chemists and other high level R&D scientists, at Citibank embedded Unix developers, and Oracle programmers. If it is a complex opportunity, I may be the recruiter you need. 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? Beth I have probably used just about every ATS system out there, at one time or another, having an ATS is invaluable, which one you have is certainly up to you or your company, my favorite is Bond. The one I’ve used most is Taleo. Secondly I think one should have access to posting on Some job boards, one doesn’t necessarily need every board out there, but one universal board, and a few niche boards that fit your company needs really do make networking easier. Not to mention advertise your company and give you more opportunities to network. And contact with niche groups that support whatever activity you most need in your hiring, be it MBA groups or some users group that services a particular type of prospective candidate, these can be invaluable. My brain, is also known to be a fairly useful tool, though I don’t claim to share all its contents. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Beth I came into recruiting when databases and search engines were already in use. And being a geek I really don’t think I would have gotten into it otherwise. If I file it, it isn’t likely to be seen again for years. I file things that Might be useful sometime, not things I use on a regular basis. That is why databases are so useful, its filing for things you plan on using regularly. I also think I drove my first bosses crazy because I hired more candidates on email than I ever called, and that drove the metrics crazy. But then a lot of the candidates I deal with don’t like(and occasionally don’t answer) the phone. 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? Beth I didn’t have any idea of what to expect when I first started recruiting, since it wasn’t anything I ever imagined I’d be doing! So no expectations to live up to or crush. I think the biggest assumption people have about recruiting is that it in any way is an HR function. Recruiting is a management function, and is diabolically opposed to HR. the sole function of HR is to protect a companies assets. This means if you have someone in HR doing your recruiting, they often will not show resumes to hiring managers that they think are a pain to HR. a recruiter puts the position and the hiring managers needs before HR preferences. Recruiting assumes the responsibilities of a hiring manager to detail, advertise and find suitable candidates for an opening. Some of the odd HR jobs recruiters take on in order to fulfill that duty, are for our own convenience, to get the job done. They aren’t a recruiting function per se’. The most foolish thing any business can do in my opinion, is to put recruiting under the auspices of HR. If they aren’t under their own separate heading altogether, then they should be under operations. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Beth I will have to hold a contest to see. Though possibly the one I thought the silliest was parking in boss’ favorite (though unmarked) parking place when I went for an interview. 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. Beth I think that the best way to make any industry better is to do your best at what you do. Lead by example and change will occur naturally. Well it’s a theory anyway. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Beth The best recruiting practice is to stick to process. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Beth I think the biggest obstacle to recruiting, are hiring managers whose personal hiring goals clash with their companies hiring goals. They most often take up the most time. This time waster is followed closely by un-necessary meetings. 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? Beth I’m happiest when working on an interesting opportunity. Finding that one odd placement no one else can find. Six Degrees: What one thing do you ideally hope to accomplish in 2009? (OR) Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done. Beth Actually I’d like to see an MRP (manufacturing resource planner) that is similar to a job board for investors and communities to use to help manufacturing stay strong. The idea being that resources, inventors and investors really need a place to network to make opportunity happen. The thought comes out of my recruiting experience. Six Degrees: Anything you want to plug? Beth Only the hole in the economic dyke…; Added by Dave Mendoza at 2:54am on May 18, 2009

Blog Post: 9/11, The Great Recession, & Recruiting - 10 Years Of Lessons - But America Still Stands Strong

USS Hornet

On July 4th, 2007, I visited the USS Hornet. Steeped in History, she sits proudly in the San…

Added by Mike Rasmussen at 2:49am on September 3, 2011