H 954-441-2724 C 973-801-9072 W 954-392-9537
I have a high energy level and have the ability to communicate and implement good ideas. I am looking to work for a company that would want to use my skills and hard work ethic to help drive their business. Career growth is important to me.
Linens N Things, Clifton, NJ 2002 - PRESENT
400 stores/$2 Billion in sales
Senior Recruiter, based out of South, Florida 2008 - PRESENT
• Recap field open position reports with all Regional Recruiters
• Provide accurate and timely staffing reporting to Executive Director of Field Human Resources
• Develop field and corporate recruiting strategies
• Work directly with RVPs on Manpower Planning and Management Assessments
• Negotiate online vendor contracts and applicant tracking system platforms
• Provide Human Resource support to all stores, including ER, EEOC, etc
• Support all stores with their Management and Hourly hiring initiatives
Regional Recruiter , based out of South, Florida 2002 - 2008
• Full cycle Management Recruitment for all stores throughout the US and Canada
• Recruited, trained and support entire recruiting team
• Facilitate Manpower Meetings
• Helped develop and drive company college recruiting program (Management Development Program)
• Manage all reporting and manpower planning reports
• Communicate with District Managers regularly on staffing and training needs
• Support all stores with hourly recruiting through training and communication
• Involved in the planning and staffing for all new stores
• Certify District Training Stores and provide training
• Provide Human Resource support to all stores in the region including ER,EEOC, etc.
• Communicate on-boarding training and follow up with all new hires
• Developed Recruiter Training Program and handbook and provide training for recruiters and HR Managers
• Recognized by the company as the top field recruiter
Marc-Allen Associates, Fort Lauderdale, Florida 1999 –2002
Executive search firm/Retail Industry Executive Recruiter Fort Lauderdale, Florida
Lead Recruiter, Manager, and Trainer
• Full Cycle Recruitment for mid level and executive level Retail Candidates
• Supervise and Manage staff of 8 recruiters and researchers
• Manage existing accounts and build relationships with clients
• Responsible for follow up with hiring managers within each company
• Develop of network contacts with many companies
• Responsible for the facilitation during the recruitment process for entire office
• Develop training manual and train new recruiters
• Number 1 producer in entire company; 3 offices
The Berkley Group Fort Lauderdale, Florida 1995 - 1999
One of the largest privately held vacation ownership companies
Customer Service Manager/Public Relations Manager
Call Center/Public Relations Manager
• Reported directly to Company President
• Recruited and hired entire Customer Service Department with a staff from 40 – 70 representatives
• Responsible for Public Relations dealing with state regulatory agencies on compliance related issues
• Monitored ACD system, created and reviewed all ACD reports
• Resolved Customer Service issues in a timely matter
• Held regular staff meetings to review policies and procedures
• Developed Customer Orientation Program at Company owned resorts
Sun International Miami, Florida 1994 - 1995
South African company that has develop resorts around the world, Including Atlantis, Paradise Island, Bahamas
• Managed reservations staff of about 35 agents
• Created training program for all new agents and conducted training
• Developed training material for recurrent training of agents
• Monitored all ACD Activity and reviewed ACD reports
• Assigned schedules based upon business forecast
• Created phone scripts to have agents better describe and sell resorts
• Created bonus incentive plan to increase agent sales production
• Resolved Customer Service problems and concerns successfully
Travel Impressions, Fort Lauderdale, Florida 1993 - 1994
• Travel wholesaler to the travel industry now owned by American Express
• Responsible for product and technical training
• Trained agents proper Reservations and Customer Service Techniques
• Monitored ACD system and reviewed data on ACD reports with VP or Reservations
• Scheduled agent shifts based upon ACD reports and volume forecasting
• Held daily staff meetings to keep agents updated on progress and changes
• Implemented incentive program for agents
Standard Brands Electronics Pompano Beach, Florida 1992 - 1993
• Sales Manager, Trainer, Store Manager - $15 Mil is sales volume
On Track USA/Gabriella Sportswear Dania, Florida 1988 - 1992
Co-Owner of a national clothing manufacturing company
• Manufactured and distributed ladies sportswear
• Responsible for profit and loss/budgets
Babbit Electronics, Hallandale, Florida 1985 -1988
Inside Sales Manager
Wholesale distributor of electronics
• Inside Sales Manager of 15 – 20 Sales Representatives selling to retail stores
6/1985 Florida International University US-Florida-Miami
Bachelor's Degree, Bachelors Of Science Degree, Business Management
6/1983 Miami Dade Community College US-Florida-Miami
Associate Degree, Associates Arts Degree, Business Administration…
The Capital Group Companies 561
Discovery Communications 511
Watson Wyatt Worldwide 484
iMatch Technical Services 444
Best Buy Co., Inc. 434
JPMorgan Chase 432
Hall & Company 430
CTR Professionals 422
Crunch Fitness 417
Electronic Arts - Tiburon 388
Comella Consulting Group 385
Expedia, Inc. 380
Russell Investment Group 373
TMP Directional Marketing 347
Enova Engineering Services 337
Los Angeles Times 333
Duck Creek Technologies 331
Prosys Consulting Group 329
Hercules Incorporated 324
Hanley Wood 323
Brian Unlimited Distribution Company 310
Personnel Decisions International 310
International Finance Corporation 306
eHarmony.com, Inc. 302
John Deere 291
Pulte Mortgage 290
Best Buy Business 284
Macy's, Inc. 278
Boeing College Programs 274
Choice Hotels International 268
The Motley Fool 266
Electronic Arts - Canada 265
WIS International 252
Association of American Medical Colleges 248
The Home Depot 247
Bell Microproducts Inc. 246
MTC Technologies, Inc. 233
Extreme Networks 233
Schweitzer Engineering Laboratories Inc. 232
TBI & Associates 230
Bayer Healthcare 229
Logitech, Inc. 228
MTI Technology Corp 224
Miller Valentine Group 223
Control Solutions 222
Big Fish 217
National City 216
Hayes, Seay, Mattern & Mattern, Inc. 213
Websense, Inc. 212
R.W. Beck 207
Magellan Navigation Inc. 206
BMC Software, Inc. 205
Global Recruiting Solutions 201
Applied Biosystems 200
Nextwave Wireless 198
Providential Bancorp 198
Millennium Pharmaceuticals 196
EAI Technologies 196
Federal Realty Investment Trust 195
F-O-R-T-U-N-E Personnel Consultants 195
Mentor Graphics Corporation 191
Marcus Evans Inc. 190
General Growth Properties 189
Belcan Corporation 189
Takeda Pharmaceuticals North America 189
Apreva Financial Corporation 185
Weidner Investment Services 184
Youth Villages, Inc. 184
OneNeck IT Services 181
Birkwood Associates 176
Viking Bank 174
Coors Brewing Company 174
Children's Hospital & Regional Medical Center 173
Marcus & Marcus Associates 172
Adams Harris 168
Gaylord Opryland Resort and Convention Center 167
VISTA Staffing Solutions 167
Academy for Educational Development 166
Aspen Search Advisors 166
Wilson Recruiting Worldwide 166
The Washington Group 166
Resource - Smart Workforce Solutions 160
SeaPort HR Consulting 159
Boston Scientific 158
Pacific Shore Resources 153
DaimlerChrysler Corporation 152
New Age Electronics 149
The Adkins Group, Inc. 148
ColorsNW, Inc 148
Ready To Work 148
Tracy Kennedy Human Resources & Organizational Development Consulting 147
J. Gernetzke & Associates, Inc. 146
Home Shopping Network 144
Sport Chalet, Inc. 144
Jostens, Inc. 144
Harcourt Assessment 142
ING Americas Inc 140
Texas Petrochemicals 140
Adena Health System 138
Williams Tison 134
Cosi, Inc. 132
Cincinnati Bell 127
United Way of King County 127
Altamed Health Services Corporation 124
21st Century Insurance 124
Hire Strategies 123
BP Retail Stores 119
Scarbrough Management Corporation 118
RehabCare Group 117
Swedish Medical Center 116
Development and Alumni Relations, University of Washington 116
BlueCross Blueshield of New Jersey 115
WellStar Health System 114
Tenet Healthcare Corporation 114…
te of the Southwest Florida economy
• Also search foreclosure database; read readers' views on economy; read blogs by local business leaders; see what panel of economic experts had to say
Lee County is wagering up to $25 million, and the region's vitality, on an Economic Development Office that's struggled to recruit and retain businesses.
The agency's efforts to generate jobs have sputtered at the same time the county is suffering a 9.8 percent unemployment rate and the undesirable label as America's foreclosure capital.
In the past 10 years, the taxpayer-supported Economic Development Office hasn't knocked the socks off many CEOs looking for greener pastures. According to its own data, the agency provided extensive logistical help in establishing 36 companies in target areas. Combined, they pledged to create 1,903 jobs, which amounts to less than 1 percent of Lee's labor force of 284,036 people.
Agency projections turned out to be optimistic. The News-Press spent two months tracking down those 36 companies, finding that:
- Eleven have ceased their operations here.
- Ten remaining companies employ fewer workers than anticipated; two are about to call it quits.
- Thirteen companies met or exceeded employment projections by a combined 242 jobs.
- Two companies did not return multiple calls.
All told, those 36 companies dwindled to 25, and those 1,903 jobs were cut to 1,005 positions, not counting the two non-responsive businesses.
Those numbers have not deterred Lee commissioners from believing the economic development office can revolutionize our economy.
"They've done an extremely exemplary job, from Sony to Source Interlink to Lynx Services," said Commission Chairman Ray Judah, referring to three companies the agency has assisted. "There are a number of organizations they attracted to Lee County that are expanding and hiring more employees."
Commissioners authorized a $25 million incentive program to lure companies and help existing businesses expand operations. It's quick cash is meant to relieve the economic bedlam that's been plaguing our community.
But if the agency hasn't succeeded in building a solid, diversified economy, why entrust it with an amount that's 14 times its annual budget?
Ron Inge, former chairman of a community leadership group called the Horizon Council, initially suggested the incentives. He said Lee County has been at a disadvantage for the past decade as other regions wave cash at prospective businesses.
"It's a huge competitive environment," Inge said. "In that 10-year period, we were competing against communities that had incentives already."
Jim Moore, the agency's executive director since August, admits money won't fix a broader problem that Lee's economy is too reliant on construction, real estate and tourism. Today's business climate isn't exactly suitable for companies looking to expand or relocate.
"The businessman would be foolish to go ahead with plans, given the economy," Moore said.
Times are tough, but they're also tough in Brevard County, which managed to land the Brazilian jet manufacturer Embraer last May. Embraer inquired about building its $50 million, 150,000-square-foot aircraft assembly facility in Lee, but chose Melbourne, the beneficiary of 200 new jobs paying an average salary of $50,000. Embraer officials wouldn't say what qualities Lee was lacking, but Melbourne-area and state agencies ponied up $12 million in incentives.
Brent Barkway, business development officer for Lee's economic development agency, suspects this region was missing one key ingredient.
"The amount of aerospace engineers on that side of the state was too much for us to overcome," Barkway said. "It's not that there is anything wrong with us."
To woo prospects, Lee recruiters boast of our high quality of life, pro-business climate and growing work force. Sounds good, but corporate executives hear the same, if not better, sales pitches elsewhere.
In 2003, the Scripps Research Institute also checked into Lee, which emerged as one of four finalists. After evaluating contenders, the biomedical research group instead chose Jupiter for its 364,000-square-foot center. Keith McKeown, Scripps' vice president of communications and public relations, would not specify what Lee County lacked, but said Palm Beach County had six distinct advantages:
- The county donated 100 acres and $157 million in construction costs, in addition to $310 million in startup costs from state government.
- Palm Beach's housing inventory was ample for scientists and researchers.
- Southeast Florida had easy national and international flight connections.
- The Palm Beach area had variety in its cultural and physical amenities.
- Scripps staff felt Palm Beach closely resembled the institute's headquarters near San Diego.
- Palm Beach residents had money and influence.
"Palm Beach is one of the philanthropic capitals of the country," McKeown said.
Scripps' contract with Florida requires the institute to employ at least 545 people by 2013.
Lee wants to land a few "Tiffany targets," as Moore calls them, but the lack of a clincher is not just a Lee County problem. In December, the Economic Development Foundation in Naples released its 2008 Florida Economic Scorecard, comparing the state's eight geographic regions in 26 categories. Southwest Florida as a whole - Collier, Lee and Charlotte counties - ranked dead last. Northwest Florida was first.
There's no sense dwelling on the past, Lee officials say. Barkway believes Lee has 25 realistic, active prospects looking to relocate their businesses. Another bright spot is a 37 percent increase in recruitment and business assistance contacts logged by economic development staff in 2008 vs. 2007.
The Economic Development Office is a small operation with 15 employees and a $1.7 million annual budget. Moore, who earns $124,615 a year, took the helm this summer after Regina Smith, agency head for five years, accepted a county buyout.
The agency does not recruit restaurants, retail stores or hotels. It pursues companies in six target industries: aviation, shared services, corporate headquarters, information technology, life sciences and manufacturing. Staffers provide market research to anyone, but focus on target companies planning to create a minimum of 10 jobs, generate at least 51 percent of revenue outside Florida and offer salaries at 125 percent of Lee's average wage.
The 36 companies
Digital Telecom Access Control looked promising, a custom computer programming business projected to employ 15 workers earning $75,000 a year. It opened five years ago in Cape Coral. Today, callers are greeted by a recording: Press one for sales, press two for technical support, press three for the business office. Sounds like a big operation, but in actuality, all calls lead to owner and president Michael Fischer - the last man standing.
"We had a couple of good contracts, but the economy started to go in a different direction," Fischer said. "The telecom sector has come to a screeching halt."
D-TAC's decline isn't a rarity.
CallTech, a global call center, opened its Fort Myers facility in 1999, quickly outlining a series of expansions to bump the employee count to 500. CallTech's work force disintegrated just as fast. Director of recruiting Jim Phillips said the center closed in 2007 because of a client reduction that coincided with a lease expiration. Its 25,000-square-foot facility remains vacant.
BeSafe International, which manufactured protective vests for police officers, spent the past month moving its operation from Fort Myers to Miami after four years here. Flexi International, a software company that brought its regional office to Lee in 2000, moved to Naples five years later.
BeSafe and Flexi are the types of business Lee County wants: manufacturing and high-tech industries that sell products outside the region and pay above-average wages. They also are the types of business Lee County has trouble attracting and trouble keeping.
In December, the county hired Denver-based Atlas Advertising to create a campaign promoting Lee on a national level. Ben Wright, Atlas' CEO and founder, said losing businesses is not uncommon as company executives evaluate their options.
Wright discerned that two Floridas have emerged in economic development, and Lee isn't necessarily vying for an Embraer or Scripps with Brevard or Palm Beach, counties that feature bigger, better-trained work forces.
"Prospects and companies differentiate between the west coast of Florida and the east coast," Wright said. "We're not so sure we're competing with the rest of the state."
The Economic Development Commission of Florida's Space Coast helped bring 12 companies to Brevard County in the past five years, when it began tracking the data. Lee, by comparison, landed 14 companies in that timeframe. Brevard's companies generated 977 new jobs to Lee's 776.
The true difference between Brevard and Lee are the types of new businesses opening shop. Brevard's include a glut of manufacturers: aircraft, airplane parts, medical supplies, electronics, guided missile and rubber. Lee's newcomers manufactured bulletproof vests, doors, metal products and pharmaceuticals, along with food packaging and headquarters for manufacturing and insurance firms.
Four months after commissioners approved the $25 million incentive, the economic development office is revealing its first recommendation, the expansion of a marketing research and public opinion polling firm. The undisclosed company plans to build a 70,000-square-foot facility and create 200 jobs over five years, each averaging $60,000-a-year salaries. Commissioners will vote Tuesday on whether the project merits $350,000 in incentives.
Jennifer Berg, marketing and communications manager for the economic office, said an 80-employee consumer finance company soon will announce it is relocating here.
Moore repeatedly has stated he'd rather not spend a penny of the $25 million, calling the incentives a marketing tool.
"The only way I'm going to use the $25 million is to close the deal," Moore said. "I'm not going to put it out there on the table and say 'please come have as much as you want.'"
New vs. existing
In the past decade, the economic development office helped 77 businesses expand their local presence, creating 3,403 new jobs. Just like new companies, some existing businesses also closed their doors. Paragon Marketing added 40 employees in 1999, but closed the office three years later. Neomedia Technologies was going strong when the software design company added 35 employees in 2000. The company restructured in 2007, uprooting its world headquarters to Atlanta so it could "offer close contact to potential customers and easier access to international markets," according to a news release.
As the economy worsens, Lee's economic development office will monitor local businesses.
"Who is more loyal to this community than the people who are already here, have their roots here, have their families here and would like to keep them here?" Moore said.
That's fine, but Carlene Maurer, co-owner of Beach Bowl near Fort Myers Beach, admits she is struggling to keep the business afloat, but still wants to open a snack shop and arcade there. Beach Bowl, like a majority of local businesses, does not qualify for incentives because it's not a target industry looking to create 75 new jobs. Maurer relayed her idea after The News-Press solicited comments from the public.
She suggested $100,000 grants for 250 existing businesses. That $25 million, she said, would inject cash flow into companies with desire to stay in business here.
"What about us existing businesses?" Maurer said later in an interview. "We might have to shut down."
Horizon Council chairman John Wiest said a future discussion can, and should, include existing businesses that need financial help, but the $25 million has a one purpose.
"That is clearly to diversify the economy and mitigate against future economic problems," he said.
About the series
Lee County has always relied on two main industries: real estate and tourism. Despite a lot of time and money spent on the need to broaden our business base, the current downturn shows we still are not diversified enough. When the construction industry collapsed, it led to the loss of thousands of jobs from retailing and restaurants to government and financial services.
We solicited comments from the public and got dozens of suggestions on how to improve our economy. We held five meetings in which 38 business and community leaders gave us their thoughts and suggestions. And we’ve set up Web pages so the discussion can continue through the coming weeks and beyond.
A rundown on the series:
Millions: Lee County recently handed its Economic Development Office $25 million to spark economic growth. But that agency’s performance is mixed. What industries should the agency be looking to recruit?
Problems: How Lee’s lack of diversification hurts local residents. As we try to recover, there are plenty of stumbling blocks.
The upside: Lee County is well-positioned for a return to prosperity and should be able to reinvent itself.
Beginning Jan. 26, we’ll have a daily solution to our economic problems based on your feedback and we’ll wrap up with a look ahead Feb. 1.…
In college I knew I wanted to be in Recruiting. I went to the local bank and asked if ... I could work for free as long as they will allow me to learn about recruiting. Since I had a compelling argument why they should hire me, they said sure.
"I attended a two day training session that was put on by David Szary, founder of The Recruiter Academy. I still keep in contact with David today. He is one of the early influencers that energized me around recruiting and thankfully I still have that passion today"
• Richard (Rich) Kenny)
• Talent Acquisition Consultant
• Minneapolis, MN
• Community Volunteering: Habitat for Humanity
• Personal Causes: United Way
• Cell: 612-860-1116
• Business Website: www.talentacquisitionconsulting.com
• Personal Website: www.richardakenny.com
I had the pleasure of meeting Rich at ERE and shook his hand at the reception. It so happened that Rich sat behind me during several of the speaker events and we got to know one another and his passion for our industry expressed itself in earnest. As an accomplished talent acquisition professional with experience across multiple industries. we shared a deep appreciation for sourcing passive candidates, but as a modest individual, you dig deeper and you find that Rich merged the recruiting programs of two of the world’s largest airlines; not a small feat. He has earned a diverse resume of certifications:
• SPHR (Senior Professional Human Resources)
• AIRS (Advanced Internet Recruiting Strategy)
• CSSR (Certified Social Sourcing Recruiter)
• CIR (Certified Internet Recruiter), 2008
• CDR (Certified Diversity Recruiter), 2008
• ACIR (Advanced Certified Internet Recruiter), 2008
• DDI (Development Dimensions International)
• Targeted Selection: Interviewer, 2008
His experience has substance, his desire to enrich his capabilities to a worthy recruitment methodology is endless. The question remains, what makes Rich interesting aside from his resume credentials? My friends, this is one of the few people I have ever met in my career who KNEW they wanted to be a recruiter when they grew up. How he became a recruiter and what he offered to enter the industry says as much about his tenacity then as it does for his future success. He lays it on the line.
Q&A with Richard (Rich) Kenny
Six Degrees: Tell us of your home world.
Richard: I am very close to my family. My parents have been married for 40 years. I have two older sisters, two nephews and two nieces. What I do have is a wonderful group of friends all around the country that I enjoy spending time with. For the last 10 years, I have been in talent acquisition roles where I traveled a majority of the time, allowing me the opportunity to meet great people around the country. I currently live in Minneapolis, MN, but previously lived in Atlanta, Dallas, Detroit and Toledo.
I am a passionate football fan. Specifically, I have been a Michigan football fan my entire life. I have traveled several times to watch them in bowl games and attended many games while living in Michigan. Reading is something I do avidly; I read on average a book a week. I try to rotate in a fun book, industry book and professional development books. Currently, I am reading Dan Brown’s book “The Lost Symbol”, while also reading a book by Clay Shirky, called of “Here Comes Everybody”. There is one TV show that I watch every week either on TV or on the internet and that is 24. I have been addicted to it since the very first episode. If I seriously think about it, I think I have watched the entire series at least two times. Philanthropically, I volunteer with Habitat for Humanity and I am a supporter of the United Way. While working on a Habitat for Humanity home I realized that I could give back to the community in so many ways. I still want to remain active with Habitat builds, but I also realized that I could gain and give others value by helping people in their career search. Recently, I started a networking group in Minneapolis for HR professionals that are in transition that meets every Tuesday. Also, I speak to college student groups on networking, dinner etiquette and the transition from college to corporate. Additionally, I developed and delivered a presentation in Orlando, FL to The Institute of Internal Auditors local chapter and at Right Management in Minneapolis, MN on how to use social media in the job search for candidates.
Six Degrees: How many years have you been in the staffing industry?
Richard: I recently consulted for C&S Wholesale Grocers and Compass Airlines, a wholly-owned subsidiary of Delta Air Lines. I am actively looking for my next role in talent acquisition or to continue consulting for companies. I have been in the staffing industry for 12+ years, most recently with Delta Airlines and Northwest Airlines. I was recruited by Northwest Airlines after speaking at a client conference for Peoplescout in Chicago. Northwest offer me an opportunity to design their recruiting program and after the merger with Delta, I merged the two recruiting programs of two of the world’s largest airlines. Prior to Delta and Northwest, I lead the field recruiting program at 7-Eleven. We hired over 20,000 people every year for our stores, management and district management roles. My first role out of college ended up being with Comerica Bank thanks to that experience. I started as a Sourcing Specialist and I had to source candidates for our operations center without a budget. I actually was very successful finding candidates; it was an awesome role. After that I was involved in college recruiting with Comerica.
In college I knew I wanted to be in Recruiting. I went to the local bank and asked if I could work for the summer. They told me that they were not hiring. Since I am determined, I asked if I could work for free as long as they will allow me to learn about recruiting. Since I had a compelling argument why they should hire me, they said sure. After all, I was a very low cost employee. A few days after starting, the only recruiter they had resigned, this allowed me to jump in and learn about recruiting. I was still an unpaid intern but a great experience.
Six Degrees: How did you get started as a recruiter?
Richard: As a kid, I wanted to follow in my father’s footsteps. He was in sales as a buyer and seller of metals—always building relationships, traveling occasionally and loving what he did. I see recruiting as the best sales job; you get to match people with companies and great opportunities. While I was in college, I knew I wanted to be in human resources, and while I looked at the other disciplines in HR, recruiting seemed to be the perfect fit for my personality and passion. After starting my first job out of college I attended a two day training session that was put on by David Szary, founder of The Recruiter Academy. I still keep in contact with David today. He is one of the early influencers that energized me around recruiting and thankfully I still have that passion today. His training, thought process, as well as his energy around this industry inspired me to make my mark in recruiting as well.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Richard: I think it was that I loved to learn new things and be involved and provide input to the recruiting processes within the companies I worked at. At 7-Eleven, I truly had my big break in the industry. I was involved with our corporate office on many projects and initiatives, so when the staffing leader in our headquarters made the decision to leave, it opened up an opportunity for me to move into that role. Since I was heavily involved in all the projects, contributing content, it made me an ideal candidate for that role. It also helped that I was willing to pack up my life and start over in a new city. If you are willing to relocate and start over, you will be presented with greater opportunities.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Richard: My father is my true mentor and the person that I look up to every day in my life. Aside from him, I have a couple mentors in my live. My first Mentor would be James Nyhan III. He was the first person to hire me at 14 - well actually the second. For my first job, I worked at a golf course picking up golf balls on the driving range. The owner gave me a bucket and a hard hat and asked me to pick up golf balls while all the golfers where trying to hit the kid with their best shot. I decided I needed a new job, so I ended up working for Jim at his family owned sports complex. It was a bowling center, volleyball facility and miniature golf course all in one. Jim inspired me to work hard and be the best that I could be and he definitely was the person that inspired me to have the work ethic that I have today. I consider the entire Nyhan family an extension of my own family and I still consult for the company today. Beyond that, in the recruiting profession, there are so many people that have inspired me, guided me, supported me and made me who I am today. It would be difficult to identify all of them now. So many people have given me the opportunity to succeed. I have gained knowledge, insight, and inspiration from so many people and I continue to build new relationships and grow existing ones. There are a lot of talented people in this industry, so I feel that having one mentor is not enough. You need to model your career off of everyone you come in contact with, because everyone has something to contribute; good, bad or indifferent. The key is that you have to take those learning and figure out how to apply them.
Six Degrees: Tell us about your latest gig
Richard: I recently consulted for C&S Wholesale Grocers, I implemented iCIMS – iRecruiter Talent Management Platform and worked on some process improvement for their volume hiring program. I also consulted for Compass Airlines, a wholly-owned subsidiary of Delta Air Lines. I worked on re-implementing Taleo Talent Management Platform, sourcing strategy and redesigned their recruitment process for the entire organization.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Richard: I spent most of my time in the high volume hiring side of recruiting. I led efforts to hire hourly employees across multiple industries, retail managers and district managers. There are several companies that have great recruiting programs. For inspiration, I look at company like AT&T with Chris Hoyt, who built an application for mobile devices. I also look at companies like Sodexo that are trying the social media route and making a significant commitment to this avenue. There are so many other great companies and talent acquisition professionals out there. Too many to individually identify.
(B) In what aspects are they superior?
Richard: Everyone is saying that recruiting has changed and social media and mobile devices are the future and in some cases have already taken over. I agree that they are the future but what they really are is an extension of what recruiting was and is today. It is still about relationships, networking, picking up the phone and talking to someone, meeting someone for coffee, shaking someone’s hand. Social media just allows us to do it more efficiently. I think these companies are superior because they are embracing social media and mobile recruiting. There is no manual on how to do it, they are trying, retooling, rethinking, and making it work. If you are not willing to try new things, and old things that maybe did not even work the last time, you will not expand your recruiting toolkit.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Richard: While I think social media and mobile devices are important, you really need to have a great employment brand, career website, applicant tracking system and the ability to manage your candidate pool through a talent community. Without these things, nothing else matters. You have to have the basics right first.
Six Degrees: Tell us about your broader involvement within the staffing industry:
Richard: I attended several conferences a year. I normally attend the Staffing Management conference, SHRM (Society for Human Resource Management) conference and ERE Expo. I have also attended NACE (National Association of Colleges and Employers) and some of the regional conferences as well. I have spoken at several conferences around the country, as well as client conferences, organizations, and on college campuses. My focus is typically on social media in the job search, high volume hiring strategies, technology in recruiting, successful college recruiting programs and relationships with student groups, including networking topics, dinner etiquette and transition from college to corporate. I personally have received several awards for my efforts in college recruiting. In addition, my recruiting teams have received several awards for our contributions to the organizations successes related to recruiting efforts.
Six Degrees: How has the recession effected your particular industry niche?
Richard: The recession has impacted so many great people. I have many colleagues in the airline industry that have been impacted by the recession, fuel prices and mergers. Recently, I decided not to move to Atlanta after the merger between Northwest Airlines and Delta Air Lines, but I did spend nine months in Atlanta leading the program and merging the two processes. Several members of my team that followed me to Atlanta had their positions recently eliminated due to the economy. Due to this recession so many great people will change industries, some will change functions, some may retire and others may do other things. I think that all professionals need to pay it forward and try to help all of our colleagues find that next great thing. If we all just help one person, think of the difference we can make.
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?
Richard: Networking is important, but there are so many other things that are important too. Be a sponge. Read as much as you can (online, print, books, blogs, etc.) and not just about your industry, but world events and leadership too. Share your knowledge with others and listen to others, because they have great things to say. If you are not employed, attend conferences, renew your memberships, gain certifications, be active. There are so many things you can do to stay connected. I recently attended the ERE Expo in Hollywood, FL. At this event, I connected with so many great people, thought leaders and people passionate about recruiting. I also landed an opportunity for a short term consulting project, which I recently finished. It is also important to attend vendor presentations. Not only to stay up on what is going on, but also to network. People that have jobs in our profession are attending these types of events. I have spent a considerable amount of time working on my personal online brand, website, and I am also planning on starting blogging as well.
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?
Richard: The biggest thing you can do would be pick up the phone and call someone, meet for coffee and communicate regularly. As your network grows, it gets harder and harder to keep up with people. If you could just send an email on someone’s birthday, if you know that someone is getting married, etc. Try to find reasons to connect with people. Personalize everything! Make sure that you respond to every message, follow-up on what you say you will do. Take virtual connections to real life when possible. If someone sends you an invitation to connect, you should also thank them for the connection and offer to help them in some way.
Six Degrees: What is your next career goal? What do you need to do to get there?
Richard: I am looking at a couple career options. I am looking for that next leadership role in talent acquisition or to continue to be an independent consultant. Most of my background has been in high volume hourly and salary hiring. I also have significant background in system implementations (Recruitment process outsourcing (RPO), applicant tracking systems (ATS), etc.). I have been heavily involved in sourcing, internet strategy, website design, branding, process management and improvement. I am also looking at some opportunities on the vendor side with ATS and RPO providers.
I am doing so many things to find my next opportunity but also the right opportunity. I have been attending conferences, vendor meetings, speaking on recruiting, helping others with their search, reading, networking and applying for opportunities.
This profile is one in a series titled Monday Member Showcase. It was originally published on RecruitingBlogs.com, a recruiting and HR community, where I am a featured contributor. To read the whole series please click here.…
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Chris Hoyt is one of RecruitingBlogs.com greatest cheerleaders, however in his day-to-day corporate leadership role, he will tell you he likes to 'dabble' in social media. He is being modest. He isn't merely discussing the social media as a phenomenon, but as someone who is leading its full scale integration within a corporate workforce strategy. At AT&T, Chris and his online personae, "RecruiterGuy" are pushing the boundaries of each aspect of the full-cycle model with a matured sourcing model that likewise integrates search engine marketing and optimization to his candidate development arsenal. He is one of a handful in corporate America who can speak with authority on the topic but here at the RBC Community he has always been that 'one in a million' who lives and breathes passing it forward and beyond for a profession he is passionate about.
On a personal level, he is passionate about a great many things, be it his 'dabbling' or his earnest advocacy for charitable causes such as "Bowl for Kids' Sake Event." AT&T managed to raise more than $30,000 to sponsor kids taking part in the Big Brother Big Sister program. In just under two weeks almost $1,600 was raised through using social networks and blog driven communications.
Introducing a Social X evangelist and self proclaimed "Gadget Addict" - someone we can all learn from and with ... our Community's friend and evangelist, Chris Hoyt. (Visualize a Kermit the Frog intro clap with Muppet Show Theme Song!)
Q&A with Chris Hoyt, aka: RecruiterGuy
Six Degrees: As the Associate Director of Talent Attraction at AT&T and a certified HR Professional, Chris I understand you have over a decade of recruiting and training & development experience. You lead the AT&T Talent Attraction teams with a focused concentration on Interactive Recruiting, Candidate Experience, and regionally based strategies. You are recognized as an expert at external recruitment of Occupational and Corporate Management candidates; e-Recruiting; Candidate screening and interviewing; Salary negotiations; Longstanding SHRM Member; HRCI PHR (Professional in Human Resources) Certification; and HTML, ASP, FLASH, Web Development. A lot of "Wow Effect", Chris - but today, we want to learn about what makes this "RecruiterGuy" tick. Chris its time we at RBC learn about your home world.
Chris: I’ve been married for almost 15 years. We met in Monterey, CA where she was on vacation with her mother and I happened to walk by a store where she was trying on shoes. I was immediately lost in her. I went into the store and struck up a conversation with that somehow resulted in my helping her shop for shoes for over an hour. When she finally asked me where the cashwrap was I had to confess to her that I didn’t work in the store but was in reality just wanting to take her to dinner. (I still feel like the sales person owes me some major commission!)
We were married 7 months later at Lover’s Point just blocks from where we met and now have two beautiful daughters ages 8 and 11.
I'd be lying if I didn't say that much of my spare time during the week is spent trying to keep up with the latest trends and technologies that touch our industry. Outside of trying to keep my finger on the pulse of our craft I'd have to say that I enjoy golfing, flying, river rafting - almost anything that is outdoors. At least once a year my family takes a vacation where we try and embark on some sort of outdoor adventure. These are typically wonderful times together but rarely go as planned. Our previous trip to Lake Tahoe was when the fires forced an evacuation of the camp grounds the day we arrived. We ended up spending a week on Pismo beach riding four wheelers instead. Even our last vacation as a family might have been hard for some to deal with as we were rained on nearly the entire week. Problem for us? Not at all... we had a terrific time. Honestly I think we'd be surprised if a single outing went according to plan... Surprised and maybe even a bit bored!
Six Degrees: How many years have you been in the staffing industry?
Chris: I’ve been doing recruiting or sales and recruitment training since 1994. It wasn’t really something that I’d planned on doing but was something that I found I was really passionate about and as a result of that passion, pretty good at what I was doing. Of course I think that's the way things are for most people... if you're really passionate about what you're doing, and hungry to always improve it - how can you go wrong?
Six Degrees: How did you get started as a recruiter?
Chris: It's funny... I've never met a recruiter that said they knew from a young age they wanted to be a recruiter. It just doesn't happen that way.
While at the time it seemed unconnected, I look back now and every career step to this date just makes sense. It started when I got out of the Army. I’m a veteran of the US Army – B Co. Rangers, 5/21 7th Infantry. My duty station was Fort Ord, CA and when my enlistment ended I had decided that I wanted to stay in California. I started school right away and took the first job offered to me – which was at a leather coat store. Within my first 7 months I’d sold over $1m in leather jackets and apparel so they quickly moved me into management – There's a Peter Principal joke in here somewhere.
I’ve always enjoyed networking (translation: gift of gab) and it wasn’t long before the stores I was responsible for were staffed with the strongest sales persons and managers in the district. I soon found myself traveling from market to market to train recruiting and sales teams which later transitioned into self employment, speaking/training jobs and full-time contract recruiting. While I was a contract recruiter with a passion for process improvement it was obvious to me at that point that I wanted nothing more than to try and change the way most corporate or HR departments looked at the recruiting craft.
One job led to another and I was recruited to AT&T in 2000 to be a contract recruiter responsible for North Texas. After 7 fun and challenging years I'd worked my way from being responsible for Northern Texas to leading the strategic and tactical recruiting teams across the country.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Chris: My embracing the Internet. I’ve always been a huge fan of networking and making real life connections. But when I really started to use the Internet for sourcing in 1999 it was a breakthrough for me. It was when I managed to gain two hires from digging through a company’s round robin call list discovered Online that I got REALLY excited about how the Internet could be used to change what I was doing. The idea then was the same as it is for me today - the Internet continues to be a powerful tool that can be used to create introductions that otherwise might not occur. Of course the real connection and relationship is up to the recruiter to forge - a high speed modem doesn't build a relationship.
It's always really interesting to me how many recruiters or staffing people often miss that part of the puzzle and lately tend to treat the Internet and technology as though they are a complete solution. Being connected to the web doesn't mean you're connecting to your potential candidates.
Anyhow... I’ve been pushing as hard as I can in a direction that leverages technology and online initiatives for recruitment and hiring ever since.
Six Degrees: Tell us about your role and the staffing organization you oversee.
Chris: I’m the Associate Director of Talent Attraction at AT&T. I lead both strategic and interactive recruiting teams and sourcers and have responsibility for our Interactive Recruiting Strategies (SEO, SEM, Social, etc.) various Recruitment Marketing initiatives, our new award winning Career Portal (www.att.jobs), and Job Board strategies. My teams are responsible for the sourcing and attraction of any job seekers for non-contracted external hiring efforts.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Chris: There are some really good ones out there.... but two that come to mind I guess would be Best Buy and Microsoft...
I'm a fan of the Best Buy career site because I love the way they’ve embraced social media as a tool for recruitment with video, social bookmarking, and how it seems to be a pretty accurate reflection of their corporate culture. Of course if I'm not mistaken the career section of their site is driven by the Jobs2Web engine. So what I really love is the almost seamless integration of the SEO initiative into their brand. I'm big on SEO/SEM initiatives and think many employers are still too slow to embrace these powerful strategies.
I'm still a huge fan of Microsoft's "The Changing Face" site (http://www.youatmicrosoft.com/) and it's because I think it's the absolute best job I've seen of pushing employee testimonials to active and passive job seekers. Microsoft is always a fun employer to watch when it comes to recruitment marketing online but I just feel they nailed it with the YouAtMicrosoft.com site - from the site navigation to the talking Polaroids to the direct contact forms... just awesome - top notch and something to keep in mind when reworking an employment site for sure.
"AT&T 'Day In The Life' of a Corporate Call Center employee. Jobs video production by: www.maddash.net "
Six Degrees: What is your next career goal? What do you need to do to get there?
Chris: I feel that I'm in a place right now that has taken some hard work and dedication to achieve and where it's sometimes overwhelming to take a step back and really take in the scope it's impact. Leading recruiting teams at a FORTUNE 9 employer is as challenging as it is rewarding - and I'm thankful every day that I'm here and able to make a difference. But I'd be a liar if I told you that I'm not always working towards a next step... taking recruiting and employer brand to the next level is my primary focus here of late.
I know when people ask this question they often expect to hear a job title or scope of responsibility as the definitive career goal response. I don't think I've ever thought of my career planning in that way - for me it's been about setting an impact goal or evolutionary change to a process as a way to measure effort and success. In this case, I like to think I'm working towards the evolution of how large companies view the recruiting craft and the incredible impact that employment brand can have on various business initiatives outside of just talent attraction.
“HOW DOES CHRIS DO 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?
Chris: Employee referrals continue to be my favorite hiring source. We've seen our employee referrals account for nearly 90% of our hiring in some markets while on a national recruitment level see still impressive numbers of applicants within the 40% range. To be clear however - the real win with employee referrals for any company isn't typically just the volume received. If you ask various companies that have successful employee referral programs or processes in place why they love the programs, I think you'll get solid answers tied to reduced cost per hire and an awareness about the job or corporate culture that most referrals have BEFORE they even come in to apply.
Even during times when we weren't offering any rewards to our employee body for submitting referrals we continued to see incredible numbers of referrals in locations we were hiring. When you love where you work and you believe in your company's goals and vision I think you want to share that - and I think our continued success with our various referral channels proves just that.
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?
Chris: Employee referrals are always an awesome source for any recruiting initiatives to compete with. I'd have to tell you though that outside of employee referrals any company would be hard pressed to prove to me that they aren't showing an amazing amount of reduced cost per applicant through Search Engine Marketing and Search Engine Optimization efforts - if done well, of course. While we continue to see trends that show job seekers starting their job searches in search engines and social or professional networks it only makes sense to move initiatives in the right direction. Smart recruiting is like playing hockey in that your goal is to skate where the puck is going as opposed to it's current location. Wayne Gretzky was the person that originally said that about hockey, by the way. As a hockey fan I just love to fit it in whenever I can.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Chris: Our recruiters and sourcers are always on the lookout for new and innovative sourcing and recruitment strategies and tools. Various webinars are attended and as a rule each recruiter typically attends job board and applicant tracking software training courses as refreshers almost quarterly. I think that many of our teams take full advantage of blogs and newsletters from respected sources in our industry to try and stay on top of their game. Of course any chance to attend conferences with classes or sessions hosted by people like Susan Burns of Talent Synchronicity, Michael Marlatt for innovative recruiting trends, or Craig Silverman are always a bonus. It's great when a recruiter comes back from a session or webinar that really carried a powerful lesson or message and see how they share it with their teams.
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?
Chris: There's a basic answer to this that might be what most would be looking for as a response... Just naming our Applicant Tracking System and any applications we use to aid in search, right? It's no secret that by visiting the AT&T career portal you'll see that we've quite a few of our jobs posted in Taleo. It's also no mystery if you're a reader of my blog or have followed me on Twitter for any amount of time that I'm a fan of AIRS Sourcepoint for some of our sourcing initiatives.
These are great... and yes, they're software tools - but they're really not where the true power strokes come from for some of our more impressive recruitment and sourcing. Want to know what the big hitters in our arsenal are? I'll tell you - and you might be surprised.
The Yahoo! and Google search engines are powerful when we're rolling up our sleeves and sourcing tough titles. Mobile marketing initiatives like the AT&T Talent Network and our mobile shortcodes are showing really impressive results across the board. But when it comes to asking me what tools we use that really make a difference and if they're making a difference for recruiting regardless of where or who we're searching for... I'd say it's our use of our recruiter's professional networks hands down. We know that relationships and trust are the power behind any good network and we leverage that knowledge daily.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Chris: My first filing technology was Franklin... A huge Franklin organizer with a smaller one to accompany me when I was "mobile" recruiting. Of course back then "mobile" recruiting was recruiting on the road or simply from office to office. From that I advanced to using a word processor and email - and upon the discovery of how to use email folders online I've been in love with the "cloud" based file folders ever since.
The strongest tools I had in my toolkit when starting was a handshake, a business card, and the ability or willingness to listen to people in order to find out exactly what they were really looking for or where they might be a great fit elsewhere. When the internet really started to become part of my everyday recruiting activity it was Snap (will anyone remember that?) Webcrawler and Yahoo! although I'll admit that while I knew these would be huge in our industry I wasn't really sure how at first. Of course initially the content just wasn't there to source from like it is today.
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.
Chris:I'm not sure that I expect to individually change our industry at all. I feel like I'm more interested in helping truly engaged recruiters and sourcers to simply think bigger about what we do and the tools we use to get our jobs done. If I can think of a way that a tool like customizable search engines or simple newsreaders can be used to make recruiters more efficient or mobile or collaborative - and share that - I know that it will be expanded upon. There are so many really smart people doing what we do that if given a solid idea or direction we can hope they'll run with it and as a result advance our industry. We see things advance from a good idea into a great practice for many.
I think the biggest challenge is encouraging recruiters to find their 'voice' and share those thoughts and steps forward. I get 3-4 emails for every comment found on my blogs. It's fascinating to me how many great ideas or insightful items of feedback I receive that just don't get pushed to me publicly but instead come in via direct email. Think of your favorite social network and how many members it has versus how many truly contribute to the open content found there. Imagine how much faster our passions would develop - how much more efficient we might be - if just 20% more of each network's population chimed in and publicly contributed.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Chris: The most frustrating thing I've ever run into within our industry is when a person or group of people has the unwillingness to think bigger. I want to be clear that I don't fault anyone that truly doesn't have it in them to try and think or operate outside of the box. What challenges me is when I meet a recruiter or manager that could do so much more or collaborate so much more effectively if they'd allow themselves to let go of that old "if it ain't broke" mentality. If we all thought that way nothing would ever change or advance and I'd still be lugging around a giant binder to scribble down names of people I meet.
I'd probably venture to say that unwillingness to change or the lack of passion to drive change are probably the most common themes of strategic and/or tactical mishaps involving HR and Staffing organizations everywhere.
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?
Chris: When I run into people that are as passionate about our craft as I am. I'm inspired when I meet people that aren't so hung up on finding new technology as much as taking advantage of existing technology in different ways. It's not often that you run into an Amitai Givertz who can see what today's tools mean for tomorrow's recruiters - and facilitate that in a way that almost anyone can follow. Seeing someone like Jason Davis create a powerhouse social network as large as recruitingblogs.com because he saw a need and ran with it... These are the things that inspire me to keep thinking and moving forward. We need more of these guys - not just more of the great thinkers but the great do'ers.
Six Degrees: Anything you want to plug?
Chris: I suppose I'd plug the new AT&T Talent Network (http://att.jobs/talent.aspx) where people that sign up receive mobile and email updates about employment news and opportunities with AT&T as well as monthly prizes like Guitar Hero, a Flip Video Camera and mobile devices. VERY cool new program that's in it's second month.
I'd also love if people would stop in at my personal blog, RecruiterGuy.net, and take part in the conversations or just connect with me on Twitter or LinkedIn. I love feedback on everything we do and never turn down the chance to connect with someone whenever possible.
Six Degrees: How Are You Going To Change The Recruitment Industry?
Chris: With the help of everyone else... and one idea at a time.
"Dennis Smith from www.wirelessjobs.com stops in on RecruiterGuy for a quick chat about RecruitingBlogs.com."…