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Blog Post: The High Performance Conference Room: Added by Louis Bina at 6:14pm on January 6, 2011

Blog Post: From Angry Birds to Hog Heaven

From Angry Birds to Hog Heaven

Presented by: Doug Douglas – National Engagement…

Added by Doug Douglas at 4:57pm on May 9, 2012

Blog Post: Evolution Of Social Networks Into Virtual Organizations: Although modern social networks such as MySpace.com, FaceBook.com, Orkutt, LinkedIn, and XING are enjoying a great deal of notoriety and success these days due to their popularity with--and wild…; Added by Pierre Coupet at 4:41pm on June 20, 2008

Blog Post: GOOD HEADLINE FOR LINKEDIN: Added by Mandy Fard - CPRW, CMRW at 9:12pm on June 19, 2022

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

Blog Post: Quickbooks vs. Gusto — Which is the Best Payroll Solution for your Small Business?: Quickbooks and Gusto stand out as two of the best payroll services for small businesses, providing comprehensive payroll solutions to a combined 1.6 million users. While they both seemingly offer…; Added by Phil Strazzulla at 11:15pm on November 5, 2022

Blog Post: JOBSEARCH SITES: Added by Mandy Fard - CPRW, CMRW at 5:35pm on September 11, 2021

Topic: Meet Miguel Terrizzano, CEO at PierPoint: y Shally Steckerl at an ERE Conference. Since that time we have had a running quasi-joke (you are not off the hook my friend!) about how Miguel owes me empenadas. You see few in the world who understand empenadas would argue my contention that Argentina has the best of these pastries among latin countries. That said, he promised to have them shipped to me. I saw Miguel at the Recruiting Roadshow and he informed me that a world famous Argentine chef had just opened a restaurant in Silicon Valley and that I was invited to delight myself with a taste I missed as a lad. Of course, it happened to be the day I flew back to Denver. (Note fist in air ..."This will not be the last my friend Miguel! Grrr!) All quasi jokes aside, we can agree I made clear either that I have an unnatural hunger for a pastry or that Miguel has an excellent sense of humor and I feel comfortable making a few jabs at a CEO I have grown to respect. The answer is equally in the affirmative. Miguel has run a global RPO for several years now. He has been keen to appreciating the significance of sourcing as a value added solution for his customers, before it was popular - and he has therefore been always attentive the latest in JobMachine techniques and innovations. In a nutshell, Miguel 'gets it' - so much so he was featured in Fortune Magazine recently. Few recognize an opportunity in a storm like he does and, that said, those that do, win. Today, meet my Argentine friend, a regular exhibitor at every conference ... Miguel Terrizzano Q & A with Miguel Terrizzano Miguel : I met my wife – Alyssa Thatch – in 2001 when I was working at Cisco Systems supporting WW Sales. She was a recruiter supporting Corporate Finance. Once the tech bubble burst Alyssa was one of the first casualties of the downsizing of our 800 strong global recruitment team. I got to know Alyssa more as I helped her with her new job search. We were married in September 2002, and recently had our first beautiful baby Emma on the 14th of July which of course if one of the happiest moments of my life. In addition to being a loving wife Its great to have a person with knowledge of our industry who I can trust to provide advice on my business. I have one lovable and hard working border collie named Tango who joins me for my daily jog in my San Jose, California neighborhood. Alyssa and I usually go out for dinner when she gets home from work and we love trying all varieties of food from Vietnamese, Chinese, Japanese, Thai, American, Malaysian and Mexican etc. My hobbies are the four Fs: in no particular order that translates into food, family, friends, and that all encompassing word…F U N. As far as community support goes I currently provide employment for hundreds of people in several countries and generally err on the generous side. I love the fact that my family and I spend 65% of our time in the states and the remaining 35% abroad. I really like to run in the early mornings. Six Degrees: How many years as a recruiter? Six Degrees: How did you get started as a recruiter? Miguel : I was selling and installing cellular phones at a time when they were not a commodity but rather a luxury item which only the “privileged” few could afford. As such, the bulk of phones I installed usually ended up on the dash of upscale cars. Now being the curious person that a recruiter needs to be, I would usually ask the owner what they did for a living. I was surprised to hear that a fair number were recruiters. Now I thought to myself that the Army must be desperate for new recruits given the tremendous salaries they are paying recruitment sergeants who are now driving luxury cars with installed cell phones. Anyway, I told my branch manager that I wanted to be the one selecting the new sales people and installers since I knew the business, was college degreed and a “people person”. The bosses agreed and I was on my way to becoming a full fledged recruiter. I began my recruiting career with GTE mobile division in 1992, then joined an east coast professional services organization in a professional services sales capacity, followed by corporate recruitment for PeopleSoft in 1996, before moving on to Siebel Systems, and Cisco from 1999 through 2003. I established my own company Pierpoint in 2004 and have been doing so ever since. By January of 07 I had opened my 4th delivery center and hired my 227th Pierpoint sourcer. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Miguel : The systematic expulsion of an 800 strong staffing team while I was at Cisco Systems in favor of an RPO implementation. I was one of 30 that survived the 2 year onslaught. I learned quite a bit in those 2 years as we implemented the new RPO. I learned what worked from what did not work. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Miguel : Erlina Rusty formerly with Peoplesoft, now with Intuit. At my first job interview with her she quickly came to the conclusion that I would be most effective servicing the SVP of sales and provided great support throughout my three year tenure there. I have kept up with Erlina over the years remain very strong friends. Six Degrees: Yell us about your position as CEO and more about your staffing organization: Miguel : I am the CEO of Pierpoint, a global sourcing and candidate pre-screening company, and take a strong leadership role in our global sales and marketing efforts, in addition to overseeing our ongoing operational delivery centers of excellence for our global clientele. We traditionally have upwards of 100 in house employees and another 50-100 contractors who source, telephone screen and profile candidates, then tee them up to internal recruiters so they don’t have to spend valuable time doing it themselves. As CEO my job is to set overall direction, delegate to those that know more than I, over communicate with existing clients and always look for areas of improvement. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Miguel : The trend is for companies to do away with any task or function that is not core to the business and to reduce fixed costs wherever possible. This is where the Hybrid RPI (recruitment process integration) is going to thrive. Companies will not want to go full RPO because they know they will lose control, hard to implement and implies getting rid of your best in-house recruiters. I say keep the very best recruiters in house but outsource the time consuming and repetitive portions such as background checks, sourcing for resumes, telephone pre-screening, offer letter writing, rejection notices etc. Once candidates are narrowed down from say a 100 raw stack to a manageable 10 who are interested in the position, compensation and travel compatible, technically sound and culturally fit then those few 10 are handled by the internal recruiter. An internal recruiter should not spend the greatest part of her day on repetitive and monotonous work. We recruiters need to be focused on what is truly important to our internal clients and that is not to spend all day reading resumes, making countless phone calls and sending rejection notices. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Miguel : IQPC conference in Arizona where I co-presented with my client, the Aimco corporation, recipient of countless awards at the 2007 ERE. I usually attend the ERE shows with a booth and have sometimes thrown a party but have not done much in the way of marketing or mindshare. The bulk of my business has come from my rolodex and referrals. Six Degrees: What is your next career goal? What do you need to do to get there? Miguel : I would like to grow Pierpoint even larger by being able to offer our sourcing and pre-screening services to every corporate recruiter who does not have the bandwidth or desire to engage in candidate identification and telephone pre-screening. As a former corporate recruiter I relished those wonderful times where the corporation(s) had a sourcing partner that could go through stacks of resumes and make the initial contact for me. It allowed me to have more meaningful dialogue with my internal clients as well as being able to concentrate on closing the right candidates and not spend my life finding resumes, then sorting through stacks to only then have to put out 50 calls to get 5 people on the line. PART 2 Six Degrees: Tell us about Your Company Miguel : Pierpoint International specializes in candidate sourcing and telephone prescreening with a delivery emphasis on the Americas and Europe. We have several delivery centers with a fluently multilingual workforce. Six Degrees: How was Your Company Founded? Miguel : After going through two very large but unsuccessful RPO implementations on the client side I always wished there would have been a solution available like Pierpoint, so, when I was let go during on ongoing HR downsizing at Cisco I realized now was the right time for me to create and “build a better mousetrap”. When I was a corporate recruiter my peers and I were often working on 25 or more requisitions simultaneously with only 50 hours in the average recruiter’s workweek. Once the meetings, reports, and other tasks for the week were subtracted there was not a lot of effective sourcing and screening we could do in the hour or so had left for each requisition. So the first item we focused on when partnering with our clients was to help them manage the critical but time consuming tasks of sourcing and prescreening candidates. When we tame the wide end of the recruiting funnel by furnishing them with candidates we ensure that effective and thorough screening and sourcing is actually being carried out allowing the client’s recruitment team more time for higher value activities with their internal clientele. If you don’t get the sourcing and screening bit right you inevitably end up hiring more of the wrong candidates and increase your 30, 60, and 90 day turnover raising havoc in your business. We only focus on the time consuming but critical services which should be outsourced and which do not require lengthy implementations, overly complex contracts, and over priced add ons. Six Degrees: Where did you go and find investors? My own personal savings since what the investor community wanted at that time was to take control for peanuts. Six Degrees: Your Company’s Value Proposition Miguel : Pierpoint helps internal recruiters source, telephone and pre-screen candidates so they don’t have to. Our on demand model is easy to implement and is scalable up or down with the flick of a switch. So we boost your recruitment horsepower and effectiveness while saving you money. Recruiters are bogged down with too many reqs and too many reports and meetings. They are in constant reactionary mode. Pierpoint helps them be more strategic. Six Degrees: What is the pricing structure for your services/products? Miguel : We charge an average of 30$ USD per sourcing and pre-screening hour for the United States, 25 Euros for Europe regardless of region, $30 Canadian and $25 USD for Latin America. The prices include the costs of all boards and sourcing tools, including our own proprietary search tool Candidate Hunter. The price also includes day to day management and reports. Six Degrees: What is the future for Your Company? Miguel : We will keep growing organically, hopefully opening our 4th sourcing center in 09, and letting companies know that there is an alternative to full RPO where they can simultaneously lower their costs and retain a core internal staff. It’s a very similar model to a company’s legal department where in house counsel is both a vendor manager to the external law firms while at the same time a trusted business partner to their internal clients. When a case comes forward requiring outside expertise then the internal counsel will “outsource” that particular expertise to their external law firm. I envision being able to open many more centers with trained sourcers that are up to date on the latest sourcing methodologies, tools and technology, and recruitment best practices. Six Degrees: Do you blog? Miguel : Unfortunately I do not currently blog. I know I should, just like I know I should probably exercise more. Six Degrees: Tell me something others may not know about you. Miguel : My iPod has AC/DC, Stones, Lynyrd Skynyrd, some American Idol moments, and even some Madonna/Dido/KidRock thrown into the mix. I run ever morning religiously regardless of location, weather or time.…; Added by Dave Mendoza at 3:19pm on October 26, 2008

Topic: Meet Melbourne's Charles Van Heerden, "Three Decades, Mandela to Change Management": series please click here." Sage words from 'Van Heerden:' "I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later." "... Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology .." • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Personal Blog • Community Volunteering: I am on the Corporate Advisory Panel of an educational organization (Open Universities Australia) as well as about 10% of my time is pro-bono work which I provide to clients and customers based on needs Office: +61 418 271 506 • Personal Email Charles Van Heerden Observes his Three Decades, Generations & Countries, from Nelson Mandela to Change Management. A Veteran of the Staffing Industry, Charles has over thirty years of expertise which he regularly and generously shares to the RecruitingBlogs.com community. He is a Change expert, commercial HR Director & innovative OD consultant, authentic leader & executive coach. His experience includes services (consulting, information technology and research), heavy industry (mining, engineering), FMCG (dairy, beer and carpets), working with medium and large scale organisational change, including acquisitions and mergers. Tertiary qualifications include psychology, industrial relations, human resources and change management. Q&A with Charles Van Heerden Six Degrees: Tell us of your home world. Charles: After getting married on my 21st birthday we have defied all the odds and my best friend Marianne and I have been married this year for 30 years. I am good at remembering our wedding anniversary, but tend to forget to buy a card or gift. We have two darling daughters; Tanya (27) and Leana (25), who both live in Melbourne as well. Tanya has a daughter (Felicity) who is ten months old. I really don’t feel like a grandfather as many of my friends recently had babies, so we enjoy being a close family, getting together on a weekly basis. We live in the outskirts of Melbourne on a golf estate designed by Greg Norman, which should be really good for my handicap, but I still struggle to find enough time. I used to do a lot of running, including about a 100 half-marathons, until I did my first marathon in New Zealand, running around Lake Rotorua. After that, I reverted back to more gentle pursuits. The last couple of years we were based for most of the time in Warrnambool, which is based at the end of the world famous Great Ocean Road. This is known as the Shipwreck Coast and the weather can be pretty wild. Contrary to most of Australia, the Southwest is very green with lots of rain, very similar to New Zealand. My life can easily be divided into three chapters, the first half living in South Africa, then moving to New Zealand for ten years, followed by the last eight years in Australia. Six Degrees: What are some of the unexpected adventures in your life's journey's outside of the staffing industry? Charles: We lived in South Africa during a turbulent time and I was working for the most progressive employer (SAB), which included various meetings with the ANC, including a very special dinner with President Nelson Mandela, including meeting him personally, just before the 1994 elections. I had the opportunity to meet him and other key ANC figures; I was quite involved with an organization that assisted returning exiles to the new South Africa. This included several trips to the UK. One of my fond memories is a presentation to a large group of graduates on how to prepare for interviews and the best way of finding a role. It was really difficult to make the decision to leave South Africa, but we decided to leave due to the high level of crime. My next-door neighbor was the MD of an arms company and had guards outside with machine guns. I wasn’t sure if we should feel safer or whether we run the risk of being shot in case of mistaken identity. Unfortunately we had to leave our three Persian cats behind, as the quarantine period was nine months, just too long so we found them good homes. It wasn’t long before we had another three cats in New Zealand, which my company agreed to move to Australia. Due to old age we lost two of them in recent months, with one faithful tabby, Tammy, now being spoiled. Six Degrees: How many years have you been in the staffing industry? Charles: It is getting close to three decades, most of it as a corporate recruiter. I have been involved with all types of roles, from shop floor to technical, with my expertise around management roles, as I have been head of HR from age 26. In my consulting roles I often redesign structures, resulting in revised roles or new roles. I refer any recruitment to recruiters, as WaveBox is not a recruiter but a strategic HR consulting business, developing strong relationships with other consultants. Six Degrees: How did you get started as a recruiter? Charles: My very first reference book was on recruitment (Successful Staff Selection), which is still in my extensive library of a few hundred books. So I got into recruitment from the start, initially as a Personnel Officer. Most of my career has been in corporate HR, culminating in heading the Personnel function, which included Talent Management and Recruitment for South African Breweries (now known as SAB Miller). After about 15 years in HR, I moved to New Zealand and was appointed in a senior line management role, which means I had to manage a team of twenty consultants, providing services to about 500 customers, from large companies like Gillette and Phillips, to very small companies. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Charles: Recruitment has been an integral part of my career, including managing the Employment function for the Feltex group. It was during this time that I was leading a project that was recognized as a best practice in recruitment, working with Management Search International. Terry McCloy, the MD and I were able to develop and implement a true partnership model, where MSI was doing all external recruitment for Feltex. This resulted not only in a 30% reduction on recruitment costs, but a significant improvement in quality, including retention and time to fill. This model served the business very well for about three years, until we bought an Australian company and we had to change our resourcing strategies. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Charles: Though I have been able to work with some excellent recruiters, I have learned most by leading teams and energizing and motivating HR teams to create a culture where the company is a great place to work. Getting feedback from my teams and others has been the biggest influence on my career. Six Degrees: Tell us about your position, Charles. Charles: My current focus is on change management and Strategic HR, including talent management. This includes Leadership Risk Assessment, which means that my key contact is with recruiters. I work hard to try and understand the real strengths and specialty areas so I can match it with specific clients. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Charles: There is a company in NZ (Kerridge & Partners) that I would regard as highly innovative. Six Degrees: (B) In what aspects are they superior? Charles: They are the first firm as far as I know, to have engaged a global CA firm to review their performance and confirm statistics based on an assessment of every assignment completed, not just a sample. This is an extraordinary high level of transparency, giving clients a sense of actual performance and accountability. They also offer an integrated search and coaching solution – taking full responsibility for identifying, assessing, attracting and developing senior leaders into critical roles. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Charles: The way in which we work is changing profoundly, which means companies will have to adapt the way in which they consider their talent requirements. Though it may not be quite as radical as making a movie, the concept of getting a group of talented people to deliver a project will require more innovative ways to attract talent. Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology, which means that a virtual team can be established, consisting of permanent, casual and contract staff, supported by consultants. Virtual leadership is demanding a different skill set, by getting a diverse and dispersed group to deliver outstanding results. Six Degrees: Tell us about your broader involvement within the staffing industry: Charles: Conferences are great to stay in touch with networks. I am fortunate that I have been invited to speak at a number of international conferences, though I now try and limit it to special events. When I chaired a conference a few years ago we had a number of speakers pulling out on the second day (highly contagious?) so we got the speakers together in a panel, which proved to be the best session! My key topic areas are around strategic HR, managing change and talent management. Most recently, I spoke at a regional HR conference about configuring the workplace in recessionary times. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it affected your job or that of your fellow team members within the organization? Charles: The GFC impacted most industries in Australia though we have been fortunate that a strong banking sector, and a positive approach by the Government’s fiscal stimulus package have made it less severe than many other parts of the world. We haven’t yet seen much of an upswing and our client base is indicating little improvement until early 2010. The only sectors spending in real terms are government related projects. There are some signs of life at the lower end but more senior roles are still scarce. HR seems to have been hard hit and know of several senior HR people having been moved on. 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? Charles: Rather than networking in a haphazard way, I prefer a more structured approach. It takes time, but it means that you are more strategic in your networking. I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later. This was a key lesson I learned from a previous CEO, Sam Magill, who did quarterly staff communication sessions. Sam also used to say: “I is no good trying to talk to staff in bad times, you have do it during the good times so you build a trust relationship”. 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? Charles: As a result of my moves across countries I had to rebuild my networks twice from the ground up. I have been able to build enduring relationships. There are probably three things I would highlight: (a) It is important to stay in touch with your existing network, as much as it is vital to keep expanding and adding new contacts. People quickly realize when you are like a butterfly moving from one contact to the next. (b) Linked to this is the recognition to close the loop by keeping your network posted on your interactions with any referrals. (c) Lastly, it helps everyone if you are generous by introducing others to your network. Creating a closed society is not beneficial to anyone. It really has to be a give and take. Six Degrees: What is your next career goal? What do you need to do to get there? Charles: Reinvention is the key to success and through WaveBox, my consulting business, I am developing a portfolio of innovative programs to cover key gaps in the market place – coaching/mentoring of HR Practitioners is an area I particularly enjoy. Another project is around talent management and helping people to grow their careers, which strongly relates to recruiting. Through my networking I developed great relationships with a number of consultants and we are working on a number of projects, all around improving business performance through people. Almost finished is my first eBook on Job Search, which has been commissioned by a career development web site. I would like to spread my time doing consulting, training, speaking and writing, which is why I really appreciate the great feedback from the recruiting community.…; Added by Dave Mendoza at 2:43am on November 16, 2009

Blog Post: 81+ Troubling Workplace Stress Statistics [2022 Data]: The prevalence of stress in the American workplace is so high that most workers have accepted it as a way of life. Odds are, so have you. But is something wrong when stress, instead of being an…; Added by Phil Strazzulla at 2:39am on October 22, 2022