Search Results - road wheels

Blog Post: Inspecting Your Entry Level Road Bike: What You Need To Do?: While getting you first and best starter road bike you need to have sharp inspection techniques whether you are going to buy a…; Added by Geo Msn at 7:59am on May 25, 2016

Blog Post: Getting Your First Bicycle? All You Need To Know About It: Getting the first bike has always been a very special moment, this is the first time when you get your own freedom. All you got to do is ride as much as you want and have fun while doing so. It is…; Added by Geo Msn at 5:32am on September 15, 2016

Blog Post: Working from Home: Top Tips for Leaving Your Car Static: In the past year, more workers across the country have become…; Added by Alicia Walker at 5:55am on July 13, 2021

Topic: The Juice was Worth the Squeeze: st but I must say, there was considerable work involved. Crab legs demand work in order to fully enjoy them. We both sat there with silly bibs on digging away at our food, cracking and re-cracking snow crab legs. It had been years since I had eaten crab and I had forgotten the work involved. When we finished the meal , the out-of-towner wiped his hands down his bib and proclaimed, "Well, the juice was worth the squeeze." I had never heard it before and I actually did a double take and asked for a repeat, then I laughed out loud. The juice was worth the squeeze. Yes, we had worked hard for only a little bit of crab meat, but I think it made the meat even sweeter, thus worth the effort. We finished our meal and as we left, I considered whether or not I could aptly apply this new favorite phrase to other parts of my life. I, sometimes, feel as if I am running in circles, as if my exertion is overlooked or forgotten with little result to show for my numerous endeavors. The work we do, the attempts we make, sometimes go unnoticed, even while we continually move forward to achieve desired outcomes; whatever those outcomes might be. Running on ice or spinning wheels, unless we actually grip the road and produce, efforts are for naught. I guess the fear is that we will tire before we finally finish the squeeze. The little fork that came with the crab leg cracker seemed inefficient, at first. What could it possibly achieve against the formidable snow crab leg? But when nothing else worked to evoke the exposed but trapped, soft white meat, the little fork made light work of it, having been designed for that specific task. I guess it comes down to fully understanding the cause, effect, and appreciation of work. Is your result worth the exertion? It's an important question, and yet not asked often enough. Perhaps it could be re-worded for increased comprehension. Are your efforts considerable enough and are they producing the best juice? When you have an answer in the positive, then you can celebrate the squeeze. ©by rayannethorn .…; Added by Rayanne at 2:13am on July 1, 2010

Blog Post: DIY Market Research Part One: Field Observation: Field observation is an essential component of any serious market research project, particularly in emerging markets, but it’s usually overlooked by agencies. Now, you may not…; Added by David Kippen at 8:04pm on February 8, 2010

Blog Post: Why Staff Retention is the Key to Success in Haulage and Logistics: Why Staff Retention is the Key to Success in Haulage…; Added by Alicia Walker at 5:49am on May 26, 2021

Comment on: Topic 'Is Headhunting ethical?': s Maureen and I wrote starting back in 2005. Some on Hysteria Lane Even Poach Their Turkey for Thanksgiving “Visualize the parking space and it will appear,” Joan murmurs to herself as she pulls into crowded Wegman’s parking lot late Wednesday afternoon - the day before Thanksgiving. Superlative customer service aside, if only the customers were as nice as the employees. Pulling carefully past the parked cars, she maneuvers her Bimmer - yes, 35% affords her a nice life - towards the front of the store when she spies a car backing out of the handicapped spot. No, the person is not leaving; just perfecting the blue-line technique, except the driver manages to straddle into the non-handicapped space - and without a permit. “Just great!” “Damn,” she mutters quietly, “this person better have a good reason to park like that.” Yep, she notices the blue parking tag attached to the rearview mirror of the Jag; the driver exits - there s something familiar about the woman Joan thinks to herself. “Harrumph!” she barks to no one in particular and turns into the next row in search of parking nirvana. Finally, Joan notices another car - one of those cute Volkswagen bugs with a flower standing high above the dashboard - zipping impatiently down the lane next to her. Too fast around the curve, the car almost mows down a young mother with a fully-laden grocery cart, a baby in the seat, and a toddler by the hand. So abruptly does the woman have to pull her heavy shopping cart to a halt off the downhill ramp that two of the bags on top spill out in front of her and dump their contents out upon the macadam lot. By this time Joan had parked and left her car, clicking the lock as she approaches the unnerved young family. “Here, here, let me help, everything s going to be okay,” Joan comforts as she scrambles after the creamed corn and the spilled Macintosh apples. Tucking the last grapefruit in one of the bags, she smiles at the woman and asks, “Can I help you to your car?” “No, no, thank you - you've been so kind - that lady almost ran into us!” she exclaimed. “It’s the holidays,” offered Joan and shrugs her shoulders. “Some people get crazy perversely around the holidays - don t let things like this keep you from having Happy Thanksgiving!” “We will - we’re havin turkey!” shouted the toddler who added, “and punkin pie!” Smiling, Joan achingly remembers her children at that age. “Oh, how time vanishes!” she thinks to herself as she enters the brightly lit and festively trimmed store. As she wheels the shopping cart out of the parked lane and enters produce section, a cart clips her heals and nearly causes her to pitch forward. Turning around and two milliseconds from cursing up a blue streak, she hears, “Oh! I’m so sorry - I’m movin too fast, as usual - oh! Joan! How are you?” the offender exclaims as Joan notices it’s one of her Hysteria Lane neighbors - and the woman in the Jag who parked in the handicapped spot outside. Joan s eyes tightened to narrow slits. Joan searched deep inside for the politeness that enabled her to say, “Hello, Anti-Poaching Person; that s okay - accidents happen - how have you been?” As if she really cares… “Oh, I've been so busy! Between my busy recruiting work and all the monitoring I do on the groups - you know the groups, right, Joan? I just love the groups - and I know they loooooove me. I don t have a minute’s peace. I’m finally just now getting to the store for the first time in two weeks - I should have just waited til after Thanksgiving.” she trails off as she looks at the crowded registers. “Are you cooking tomorrow?” Joan asks to which Anti-Poaching Person shoots back with “Me cook? No way! I’ve had so many offers from people wanting me to come to dinner tomorrow but I’m just gonna stay home and catch up on some of my reading - you know how recruiting laws change every minute of every day of every month in this great land of ours. I’m thankful for that!” Knowing better than to ask and risk a forty-five minute inquisition, Joan creeps forward, pushing her cart before her, peering intently at the prices marked on the baked goods offered for sale. “Those pies look good but they want what? $8.99? For a pumpkin pie! Goodness gracious, some people really do go nuts on the holidays,” she thinks to herself. “Well, Anti-Poaching Person I hope you have a nice holiday,” as she ignores Anti-Poaching Person’s groups question, “I better get going, I’m cooking and I’m here to buy a turkey.” Moving off, and thinking aloud, Joan says to no one in particular, “I’m just so tired of roasted turkey - this year I’m going to poach it.” Anti-Poaching Person’s head does a 180 - the only thing missing is a spinning bed and green vomit. “What?” she cries. “Did I hear you correctly??? You’re going to do what?” Caught a bit of guard, Joan offers a weak “Huh?” She also notices the Jaguar logo key chain on the keys Anti-Poaching Person has hanging from her Coach purse. “What did you say?” Anti-Poaching Person demands. “Did you say you’re going to poach a turkey?” “Uhhh, yeah,” Joan stammers as if confronted by a burly police officer, “I was thinkin about it. Might be a nice change - you know; kinda thinkin outside the bird,” as she offers weak smile and a sly wink at Anti-Poaching Person. Like waving a red flag waved in front of a charging bull, Anti-Poaching Person’s face reddens to an equally deep crimson. “But don’t you know, Joan, poaching is just wrong - it’s illegal and unethical - in this state and all others! It doesn’t matter that it’s a turkey - all poaching’s illegal, illegal, ILLEGAL! And to top it off, it’s just plain fowl.” Joan sharply replies. “Anti-Poaching Person we’ve been over this - you know I don’t agree with you on some things, and this is one of them. Let’s leave well enough alone before one of us gets our feelings hurt.” And it won t be me, Joan chuckles to herself. “But Joan!” Anti-Poaching Person is frothing at the mouth and almost screaming, “poaching is illegal - you know it’s illegal - and unethical!” She just can t help herself, the poor thing. Easy, Joan. Somebody ought to get Anti-Poaching Person out of here. “Poultry Roasting Owners For Intelligent Turkey Society - PROFITS - has strict guidelines on how to prepare holiday fowl. I’m certified - and you should be too. It’s a sign that you believe in traditional Holiday food preparation.” “Anti-Poaching Person! Stop! You've made my mind up - I’m going to poach this turkey and you can t stop me! Now, if you’ll excuse me, I have to find the Certified Poultry Purchaser - his name is Frank Clux and he is usually in this store.” “What d’ya need to talk to him for,” Anti-Poaching Person asks, her nose wrinkling upwards as if smelling a foul scent. “Well, if you must know, I want to know just how much he pays for the poultry he buys for this store - I found his name on their store telephone directory and I’ve left messages for him since Monday so I thought I’d come in here and hunt him down in person; I want to know why I have to pay $1.49/lb here when I can get it for 49 cents at Western Beef down the road.” “A pilfered phone directory,” Anti-Poaching Person thinks to herself as a shudder runs across her thin frame. “I heard that before -oh yeah, I guess all of Hysteria Lane s gone to Heck in a Handbasket,” as she remembered the remark that wafted in on the morning breeze earlier in the week. “Joan, we gotta talk,” Anti-Poaching Person blurts out, “You re gonna get yourself in some serious trouble, you have some serious bad habits, girl - did Noreen teach you this stuff?” Joan chuckles louder than normal as Anti-Poaching Person throws her head back like an angry equine and mutters loudly under her breath so all in earshot can hear, “Poaching a turkey is just plain wrong.” Turning to the woman who happens to be eavesdropping in on this juicy conversation, Joan smiles and says, “But it tastes soooooooo good.”…; Added by Steve Levy at 7:28pm on November 19, 2008

Blog Post: INSPIRED TO PERSPIRE COMPETE and COMPLETE: INSPIRED TO PERSPIRE COMPETE and COMPLETE

After two years of preparing and telling everyone that I was going to run in the 2009 New York City Marathon, qualified by completed all…; Added by Charles Pixley at 6:53am on November 3, 2009

Topic: Meet Julia Margherita-McInerny, Adobe Alum - Enjoying The Hunt As A Fearless Sourcer & Her Starbucks: infrey Show Fan of the following: Captain C.B. Sully Sullenberger and Starbucks Coffee Company Admire of : Shally Steckerl and JobMachine Cheatsheets Quote: " .. You can find us walking the dogs downtown Willow Glen stopping at Starbucks to refuel" Community Volunteering: Human Society, ASPCA, PugPros, Local Hospital, Reading for elementary school students through a Junior Achievement program" • Email Julia: juliamargherita@sbcglobal.net • Phone 408-504-4061 ** Currently Seeking New Opportunities** Q & A with Julia Margherita-McInerny Julia Margherita-McInerny is a Corporate Sourcer based in San Jose, California. Her staffing areas of expertise are in Advanced Internet Research identifying passive candidates, full-cycle recruitment, cold calling, and networking. She has worked at prominent Silicon Valley companies such as Intuit, The Gap, and most recently, as a Talent Scout at Adobe where she worked for the last three years until this past February. Julia has experience targeting varied job req disciplines, i.e., Marketing, Product Management, Human Resources, Legal, Corporate Communications, Internal Communications, Real Estate, Corporate Architecture & Construction, Visual Merchandising, E-commerce, User Experience Designers, Visual Designers, Technical, Engineering, Finance, Internal Consulting, and Customer Support. Life is an adventure, and Julia has a team effort supporting her latest chapter. Aside from her recent job search efforts, Julia has experienced the more satisfying life transitions that come with a recent marriage this past October with her husband Tim McInerny and building a nest with their two dogs, Carson the Mastiff and Lola the Pug. Six Degrees: Tell us of your home world. Julia: My husband Tim and I were married this past October. We had a beautiful wedding in Los Gatos, CA with 150 of our closet family and friends. We are settling into married life quite nicely along with our two dogs Carson the Mastiff and Lola the Pug. We are working on adding to our family! Since we both waited to marry a little later in life, we feel very lucky to have found each other. I’ve always said that finding your soul mate is like searching and finding the perfect candidate -- sometimes you have to search high and low and wait for the right one! We enjoy eating out and trying new restaurants. We also love entertaining and having friends and family over. On the weekends, you can find us walking the dogs downtown Willow Glen stopping at Starbucks to refuel or going to the dog park. Anyone who knows me knows I am an extreme animal lover. If I could adopt all of the stray and rescued dogs and cats out there, I would! I am a strong supporter of the Human Society, ASPCA and try to help PugPros, a local pug rescue group when I can. When I was growing up, I really wanted to become a veterinarian but I think it would be too hard for me to see animals hurt and in pain day in and day out. I can’t even make it through commercials about abused animals without shedding a few tears and forget any movies where the family pet passes away in the end!!! I also enjoy reading in my spare time. I’m always game for anything Oprah recommends! I also never get tired of a few of the classics including "Catcher In the Rye", "The Great Gatsby", "To Kill A Mockingbird", etc. For kicks, a good laugh and to keep in touch with the girly side of me, I’ve also ready the "Confessions of a Shopaholic" series! I have done some volunteer work in the past at a local hospital as well as reading for elementary school students through the Junior Achievement program. I’ve always found volunteering very rewarding and hope to donate more of my time soon. I try to stay active and make it to the gym a few times a week. I’ve dabbled in yoga and core training classes. I also love playing tennis and have played golf a few times but get frustrated easily! Six Degrees: How many years have you been in the staffing industry? Julia: I started recruiting in an agency in San Francisco in 1997. I placed paralegals and case clerks in some of the top law firms in SF. Prior to settling in staffing, I was a paralegal right out of college and worked for a large SF law firm mostly working on environmental and insurance defense cases. After 7 years working for lawyers, I decided it was not the right career for me -- I wanted to interact with people not documents day in and day out! I had always had an interest in human resources and recruiting so I decided to make a go of it. It was an easy and welcomed transition for me and I never looked back! After working for the agency for a few years, I desired corporate experience and really wanted to work for an internal staffing organization so I landed at Gap Inc. as a Sourcer and stayed for 5 years. I had the pleasure of working on all of the fun, creative jobs in the company including Advertising and Visual Merchandising. My hiring managers were the brains and talent behind all the Gap commercials and photo shoots -- I thought I was the “coolest” sourcer in town!! At that point in my career, I wanted to get exposure to the high tech and software industry and landed a contract gig at Intuit where I was hired to support Marketing and Product Management. Intuit was a wonderful experience and the free tax software was an extra bonus!! I joined Adobe Systems in 2006 as a Talent Scout and was brought on to source for the G&A functions including Marketing, Finance, Legal and Human Resources. I was also fortunate to get exposure to many other business functions within the company including User Experience Design, Professional Consulting, Customer Care and Inside Sales. I challenged myself every day with hunting for User Experience Designers/Architects and Computer Scientists!! Six Degrees: What single event had the most impact on your sourcing/recruiting career? Julia: It’s hard for me to narrow it down to just one event that has most impacted my sourcing career. Every company I’ve worked for has been unique from the other. Working for Gap in 1999 was really exciting -- we had prospective candidates beating down our doors wanting to work for the hip khaki retailer! Then the dotcom boom burst on the scene and we were fighting to save recent hires from going to start ups! It’s been such an experience watching the cycles of the economy and how it’s affected sourcing over the last 10 years. By the time I joined Adobe, I realized just how much I had learned about sourcing and what it takes to truly find and attract the ultimate passive candidate. One project that does come to mind was at Adobe and I was asked to become part of a team of recruiters and sourcers to staff a customer care center located in Canada. We were given the task of sourcing and filling over 100 positions within a very short period of time. The open positions were very technical and skill specific. The screening process for each candidate was very lengthy and detail-oriented. Sourcing for 100+ positions in a small market with a limited talent pool proved to be very challenging. I was not really familiar with the market in Canada let alone the complexity of the regions but I had to learn very quickly! Along with sourcing the candidates, I was also managing full cycle recruiting on this project. Through excellent team work and exceptional hiring managers, we were able to meet our goal and complete the project. This was very rewarding and will always have an impact on my career. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Julia: I have been fortunate to have had many different mentors to whom I have looked up to throughout my career. I have had some wonderful managers who have been truly devoted to guiding and developing my skills as a Sourcer. I would have to give kudos to one of my managers at Gap when I started as a Sourcer who told me “you have to be fearless”. I remember being scared to death to make my first cold call! But I jumped in feet first and guess what happened!? The person on the other end of the phone was rude and hung up on me! I didn’t let that stop me - the more calls I made, the easier it became! I haven’t tried to model my career after anyone specific. I’ve really tried to make it my own and play upon my strengths. I have learned and gained best practices from all of the wonderful and talented Sourcers I have worked with throughout my career. I do, however, admire industry leaders such as Shally Steckerl and Dave Mendoza. Six Degrees: Tell us about your most recent gig as a talent consultant at Adobe, Julia. Julia: During my time at Adobe, there were three Talent Scouts (Sourcers) including myself, each supporting multiple recruiters. I had the opportunity to learn about many functional areas of the company but the most recent group I supported was the Technical Recruiters. This team of recruiters supported the business functions including Creative Solutions, Knowledge Worker, Advanced Technology Lab, Platform and Adobe’s User Experience Design organization. My main job was to source and build pipelines of candidates -- both active and passive. To find the “best of the best” and find out where they live, both physically and virtually! I conducted a lot of research of professional organizations, conferences and dove deep into social networking sites. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Julia: Definitely Microsoft for its complexity and best practices through word of mouth. They are always such a fun company to watch and have no trouble attracting prospective candidates. It’s exciting to see how their brand evolves and how they change their recruitment marketing. I try to educate myself and follow the trends by reading different recruiting blogs and news stories. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Julia: I think all the general hype around social networking sites are and will have an impact on the role of a Sourcer now and in the future. Most or all of the Sourcers I know spend at least 90% of their time networking and searching sites such as Linked In and Facebook. I really feel they will eventually take over completely. Perhaps even take the place of job boards -- at least for a means of sourcing candidates. Six Degrees: Have you been involved in broader industry events as of yet? Julia: No speaking events or awards to mention -- yet!! Six Degrees: What is your next career goal? What do you need to do to get there? Julia: I really feel I am in a good place right now. I am content in the role of a Sourcer. I enjoy the “hunt” and like the research aspect of the job. It is a thrill to source and develop a candidate that results in a hire. I am looking to be a part of a cutting-edge recruiting organization that isn’t afraid to push the limits. I thrive in a team environment where I can learn from my colleagues and feel my ideas are being heard and contributed. As long as I’m feeling good about what I am doing on a daily basis and my work is rewarding, that is all that matters to me. “HOW DOES THEY DOES JULIA 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? Julia: In my experience, the companies I have worked for have focused on continually increasing the number of hires through employee referrals. In general, the number of hires from referrals fluctuates between 30-40%. It seems companies are constantly trying to improve their employee referral programs to make the rewards more enticing for employees to refer great people but truth is, in this economy, it is more challenging. In general, I think about 10% of hires come from a corporation’s website or posting. A strong number of my hires have come from Linked In. I think in this economy, people are more open to networking and referring colleagues/friends for open jobs. In these tough times, people are more apt to help one another. Six Degrees: What is the source of the "Most Hires" collected from at your present employer? (In terms of Quantity #) Julia: In my experience, it really depends on the positions you are recruiting for. If I’m looking for a Computer Scientist or a specific type of Engineer, most of these hires seem to come from recruitment research done either internally or externally. Typically, these guys won’t have their resumes posted on job boards so a passive pipeline must be identified. There are some positions that are filled by job board resumes however, the types of positions I have worked on, require much more digging! 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? Julia: In my experience, a low cost hire is someone who has applied or submitted their resume in response to a posting or a resume posted on a job board. Also, prospective candidates who are already in our resume database are a good source. There could be someone who applied for one job but may be right for another. I usually go after the “low hanging fruit” first and I’m not implying they may be less qualified in any way -- the right candidate could be there right under your nose!! Another way to keep the cost of hires low is to leverage your own network. Reach out to current and former colleagues to see who they may know. Linked In has a great feature where you can send out job descriptions to your network to help with your sourcing efforts. No matter where I go or who I meet, I try to network -- you never know who you could meet! Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Julia: I have had the opportunity to research and target numerous niche groups for the areas I have supported. Most of the positions I work on require digging and finding conference attendee lists, white papers and other publications, user groups, etc. For example, I have worked on a lot of User Experience Designer positions and this talent pool does not post their resumes on general job boards. The good talent is usually already working and in high demand AND receiving lots of calls from recruiters! There are a handful of niche designer websites/job boards I have to target to get their attention and potentially look at their portfolio. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Julia: In the past I have taken a few of Shally Steckerl’s seminars as well as attended AIRS training classes. I still use JobMachine’s cheat sheets! I recently participated in one of Craig Silverman’s webinars. I also subscribe to the recruiting/sourcing blogs and keep abreast of the news that way. I really like reading the daily blogs for tips from other sourcers or recruiters. 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? Julia: Google and Yahoo search engines for Boolean searches of course! I have also been exposed to Virtual Edge, Filefinder and other ATS. Most of the jobs I have worked on have been based in the U.S. or Canada but it is important that any tool we utilize can be used globally as well. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Julia: When I worked for the agency, we were still using hard copies of job orders and Excel spreadsheets to track candidates! I also used something similar to ResumeMix. 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? Julia: When I worked for the agency, it was easy because all the candidates I called or interviewed came to us to register so there was no fear of the “unknown response!” I remember the day I made my first cold call -- sweaty palms and all! Of course the person on the other end of the call was rude and eventually told me never to call them at work again! What a way to start! But I kept going and it got easier as time went by. It’s easy to sell the company you are working for but it’s another story when you don’t know ANYTHING about what the person does that you are targeting!! I find it easier to let them talk about what they do. It helps me really learn the technology. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Julia: Well, everyone makes mistakes now and then! I think the most important thing I’ve learned is to gather all of the pertinent information from the candidate the hiring manager is looking for -- leave no stone unturned. You really need to know their compensation expectations, relocation requirements (if needed), visa needs and any other expectations in the beginning of the process to avoid any obstacles down the road. 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. Julia: I don’t know that I can change our industry but I can certainly work on changing and improving on my skills. If I can contribute creative ideas to an organization, I will feel good about what I am doing every day. I have good days and bad days -- there are some days when I feel like I’ve been spinning my wheels with no results but that is what happens in the staffing world! Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Julia: There are some days when I feel I haven’t accomplished much…..no matter how much research or digging I do, I still haven’t produced a viable candidate! I will complain and be frustrated one day and the next I will find three great candidates -- it’s very cyclical. Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org? Julia: I think staffing organizations sometimes get a bad rap. There are some individuals out there that think recruiters are paper pushers who sit back and wait for resumes to come in and offer no value to an organization. When in fact the reality is, there is a lot of strategic work that goes on behind the scenes. There is a perception out there that most staffing organizations out there are more reactive than proactive. This is simply not the case. 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? I try to remember all of the hires and successes I’ve had. It is so satisfying identifying and developing a candidate who gets hired and eventually comes on board and is so ultimately happy where they are. Also, working with a supportive team keeps me going. If my colleagues are happy and are having fun with what they are doing, it is very refreshing! Six Degrees: What one thing do you ideally hope to accomplish in 2009? Julia: I really want to double or even triple my current networks! Six Degrees: Anything you want to plug? Julia: I am currently looking for my next sourcing opportunity - please contact me if you are interested in reviewing my resume!…; Added by Dave Mendoza at 11:31pm on April 5, 2009

Topic: Talent Talk Cafe - Chat Transcript for Community Take 2!: e together for a common good > giving back > where members get back more than they put in > creating and furthering relationships > respect > being - (this referred to presence and actively participating with awareness) > a web of inclusiveness > trust, and, > they must be intentional On Tuesday, June 17th we took the conversation forward to: Framing the community discussion around building a social networking strategy that begins by first establishing a deliberate community focus. So, given the guiding thoughts listed above on community, what steps would you take to design a talent community for recruitment in your business/industry? What are the most important actions a company needs to take to establish community? And, what should the expectations be relative to time to see a return on investing in building talent communities? Here's the transcript from our conversation and I hope you'll join us each Tuesday at 3pm ET/12pm PT for Talent Talk Cafe! Talent Talk Café – Susan Burns – Community #2 Susan Burns Hi everyone! Its time for Talent Talk Cafe!! 3:00pm Slouch Hey Susan 3:00pm Jerry Albright I'm in! 3:00pm MN Headhunter Word 3:01pm Slouch Hey Jerry and Paul 3:01pm Susan Burns Hi Jason, Jerry and Paul! 3:01pm MN Headhunter Susan, I cannot stick around for long and have something to share. Can I jump in? 3:01pm Susan Burns Our topic today is to continue the conversation around community but now move it towards establishing and growing a talent community 3:01pm Susan Burns Hi Paul - sure - go ahead 3:02pm MN Headhunter It tags on wthe topic.... 3:02pm MN Headhunter last week at a social media breakfast... 3:02pm MN Headhunter speaker talking bout ROI on social media.. 3:02pm MN Headhunter building communities... 3:02pm MN Headhunter I asked about how I should respond to ROI takes time and most will not wait long enough... 3:03pm MN Headhunter She said Reputation Management is instant. 3:03pm MN Headhunter If you can manage that right away other things will come in time 3:03pm MN Headhunter what do you think? 3:03pm Missed a little: Susan Burns Authenticity is something that evolves. How do you know instantly that its real? You can get a good feeling but ultimately what is important wi/building a talent community is emotional engagement and connection 3:08pm Jody Simon Hi there, I'm here too 3:08pm Susan Burns Hi PJ 3:08pm MN Headhunter so 8,000 is OK? 3:08pm Susan Burns Hi Jody 3:08pm Andrew Demske Hello from the Bay Area in Cali!! 3:09pm Slouch I think that if the talent network you build is real focused and the en result is hires, it does not need to be big 3:09pm Slouch 8000 is good 3:09pm Susan Burns What's so cool about what Jason has done on RB.com - and the essence of community - is that he's invested a lot to grow this and now the community helps him continue to nurture it 3:09pm Susan Burns Hi Andrew 3:09pm MN Headhunter Can a Forune 500 company build their own version of this 3:10pm Susan Burns Size doesn't always matter - no jokes ;-0 3:10pm Slouch i know that recruiters who place recruiters view this network as a focused talent community. some recruiters are having great success networking here 3:10pm MN Headhunter No this, but a site for CPA's as an exmaple? 3:10pm Susan Burns More important than size is engagement and what the community organizes around and shares out to their network 3:10pm Slouch absolutely 3:10pm MN Headhunter Could a Deloitte do their version of this for accounting people? 3:11pm MN Headhunter How long until it happens? 3:11pm Susan Burns Sort of like the difference between pay-per-click and organic search - ultimately more value is placed and received from organic search 3:11pm MN Headhunter (I want it now) 3:11pm Slouch you can;t have it now 3:11pm Slouch lol 3:11pm Susan Burns Paul - Re Deloitte or other companies - yes - they absolutely can - think how much there is to contribute in the CPA space 3:11pm Jody Simon the ultimate issue here as I see it is that in the corporate world they want to see real results, real fast and this is a process that takes time to build 3:11pm Susan Burns Jody - yes that is the ultimate tension point. Are there ways to show value as you grow community? 3:12pm Susan Burns Is there value contributed by the community that informs the brand and is that seen as value? 3:12pm Jody Simon it's something that I struggle with everyday 3:13pm Susan Burns Jody - what type of company/industry? 3:13pm Jody Simon I need to put aside time to build a network and to concentrate on branding and alternative recruiting methods while still filling open slots tha good old fashioned way 3:14pm Susan Burns So, its also about personal bandwidth? 3:14pm Jody Simon Raytheon Solipsys - mostly hard-to-find engineers 3:14pm Jody Simon definetely about bandwidth 3:15pm MN Headhunter I get that question all the time. I started slow. 5% of my time. It got to about 40% then I saw what I think was diminshed returns 3:15pm Susan Burns This is sort of the ultimate recruiting challenge - reallocating resources so that in time the investment returns more and you produce greater results and also have the time to further build the community 3:15pm MN Headhunter Now about 30% dedicated to social media stuff, recruiting, blog, here 3:15pm Susan Burns It can certainly become a time suck - is that what your implying Paul? 3:16pm Slouch i don;t know any recruiters who make more placements through blogs than they do good old fashion recruiting phone calls. 3:16pm MN Headhunter I think it needs to be balanced. In the beginning the return is lower. Takes time for search engine love 3:16pm Jody Simon most of my blogging, social media stuff, etc is done on my own time out of the office. it's the only way I can get it done 3:17pm Slouch But over time, the branding bit of it becomes something I think that phone calls can;t accomplish 3:17pm Susan Kang Nam Hello Susan.. hello everyone.. sorry I'm little late to join the discussion... 3:17pm Susan Burns Hi Susan - glad you could join us! 3:17pm Slouch and from that referrals come and that is the basis of any successful recruiter 3:17pm MN Headhunter Jason, I agree but I would say about 40% of my business comes from the blog by way of candidates or clients 3:17pm Andrew Demske good old fashion recruiting works best for now. i do think this will change though. i have made a few placements from Blogs and LinkedIn 3:17pm Susan Burns Jody - is there an "open to listen" from the company so they would see an investment period of at least 6 months? 3:17pm MN Headhunter but I have a very focused location and only in IT 3:18pm Jody Simon actually Susan, corporate recruiting is a time suck period! I quote you on that? 3:18pm MN Headhunter or as anonymous? 3:18pm Susan Burns Jody - what about it is the biggest time suck? 3:19pm Jody Simon they are open to most of what I suggest....so long as my #'s are in good shape 3:19pm Jody Simon and yes, you can quote me on that! Jody Simon the paperwork, the charts, plans, reports, etc, etc, etc....I fell like I never get to recruit anymore! 3:20pm Jody Simon gosh, I miss my agency life.....sorry to get you off track... 3:21pm Jerry Albright Talking about % of business doesn't quite put ROI into the correct perspective though, does it? If your overal #s don't increase? 3:21pm Susan Kang Nam having some technical problems.. but thanks Susan.. just reading through the discussion so far... 3:21pm Susan Burns Jody - a lot ofadministrative things that don't add value to where you really contribute? 3:22pm Susan Burns Jerry - can you say more about that? 3:22pm Jody Simon absolutely! Jerry Albright Or if your total production goes down? If you now hit 50% of your numbers from Social Networking, but are down in overall production? 3:22pm Susan Burns Jerry - sure - there needs to an overall benefit and improvement in results. How that is measured depends on the company - yes? 3:23pm Jerry Albright Anyone could achieve a percentage growth in any category. The real goes should be to increase your total #s, right? 3:23pm Susan Burns Has anyone seen or tested the idea of a "community manager" or strategic sourcer that is responsible for the online brand image 3:24pm Susan Kang Nam I am currently exploring both corporate vs. agency using web 2.0.. however curious to hear more about what works and what doesn't... 3:24pm MN Headhunter I ahve not seen a community manager in the career space 3:24pm Susan Burns What if you could reallocate $$ away from job boards and hire someone part-time just to support community efforts - how could that change the game? 3:25pm Susan Kang Nam We are currently testing that at the moment... with our online brand image... still in dsicussion..and exploration MN Headhunter Jerry, I agree. But there hard to measure benefits like speaking before a CIO group, quoted in the business section, and speaking to user groups that I did not do prior to this trek of mine 3:26pm MN Headhunter before I was a really good recruiter. now I am a really good recruiter with a brand, name, reputatin 3:26pm Susan Burns I introduced it at my last company and we saw an improvement that returend big $$ in savings through reduced time to hire 3:26pm Susan Burns So Paul - there's a shift in measuring value? 3:27pm MN Headhunter To some extent. I cannot measure right away the value of speaking before the CIO group. May not be able to know the true value ever 3:27pm Jerry Albright Right on Paul. We all track activity "forward" but very few track it "backward" to it's initial ingredients...... MN Headhunter Went to a tech event with 440+ attendees. local event... 3:29pm Rayanne that's a good ratio 3:29pm MN Headhunter Wore a blur short to the event...had people introducing themselves to me and that they read mys tufff 3:29pm MN Headhunter someone pointed out in my Twitter pic I am wearing a blue shirt 3:29pm MN Headhunter so everyone on Twitter in the local tech community recognized me 3:30pm Rayanne you have branded yourself 3:30pm MN Headhunter That was at least 25 people 3:30pm Susan Burns Hi Rayanne! 3:30pm Slouch if you look at WirelessJobs.com it's easy to see how that could become an incredible engine for making placements. 3:30pm Rayanne does that mean you can only wear blue now? 3:30pm Slouch built on Ning. target talent community with a recruiter running it 3:30pm Rayanne Hi Susan.. 3:30pm MN Headhunter I have branded myself by accident, the original intent of the blog was therapy, to work things out of my head and create free space 3:30pm Slouch Hey Rayanne 3:30pm Rayanne I udnerstand that kind of therapy 3:31pm Rayanne hey Jason' 3:31pm MN Headhunter I am going to white shirts now 3:31pm Susan Burns But also building an online brand can help move things along ore quickly because people have already identified with you 3:31pm MN Headhunter trying to grow the brand 3:31pm Andrew Demske lol 3:31pm Slouch that's the idea 3:31pm Jerry Albright Slouch - need a "pause" button on thing...... 3:31pm Rayanne more professsional? that IBM look? 3:31pm MN Headhunter but no tie. I am allergic 3:31pm Susan Burns Pauls taking on a MAJOR rebranding campaign! 3:31pm Rayanne wow... 3:32pm Claudia Faust Hi all 3:32pm MN Headhunter Susan, to your previous point, yes, doing the online stuff has moved me forward at a much quicker pace than pre blog in 2005 3:32pm MN Headhunter ties, not literally 3:32pm Susan Burns Hi Claudia 3:32pm Rayanne rebranding can be good - expanding your base even more 3:33pm MN Headhunter the thing is anyone can do it. That is my beliefe anyway. It just takes some time 3:33pm Rayanne Hi Claudia!!! 3:33pm Claudia Faust Hey there Rayanne! Susan Burns Paul - how long did it take before you started to see a measurable ROI? 3:33pm MN Headhunter 6 months from the blog 3:34pm Susan Kang Nam Hello Rayanne... hello Claudia.. 3:34pm MN Headhunter 10 days from Twitter 3:34pm MN Headhunter 2 months on MySpace 3:34pm Rayanne hey Susan KN... 3:34pm Susan Burns Paul - that's GREAT! 3:34pm Claudia Faust Paul, how do you measure the ROI? (hi there, Susan!) 3:34pm MN Headhunter 25 minutes on LinkedIn 3:34pm Susan Kang Nam I just joined Twitter today.. kind of curious.. how that works.. really.. 3:34pm Rayanne that is a quick ROI 3:34pm Slouch Paul, are you talking about making placements? 3:35pm MN Headhunter Jason, yes 3:35pm Susan Kang Nam that is quick.. 3:35pm Susan Burns Hi Claudia! Jerry Albright Isn't that a bit "old school" Slouch? 3:35pm MN Headhunter The blog was easy to measure because in the beginning I still had a business site 3:35pm Rayanne Isn 3:35pm Susan Burns Paul -that's also consistent w/ the time frame I experienced in-house for corp restructuring and restrategizing 3:36pm Rayanne Isn't what "old School"? 3:36pm Slouch Claudia, I still have the coupon you sent me 3:36pm Claudia Faust ROFL 3:36pm Claudia Faust frame it 3:36pm MN Headhunter everything now goes back to the blog so there is a base from which to work Susan Kang Nam interesting... 3:37pm MN Headhunter not interested in the job I am pitching? Want career information? go to the blog 3:37pm Claudia Faust Paul, I'm really curious to know how you measure ROI though. Is it number of contacts? revenues generated from those contacts? 3:37pm Slouch Jerry, is what old school 3:37pm MN Headhunter want information on the next local tech event? go to the blog 3:37pm MN Headhunter RSS feed if you like 3:37pm MN Headhunter sign up for the newsletter 3:37pm Claudia Faust ahh, got it. usan Burns in addition to placements do you also measure future placements - for instance those that are interested, qualified but just not the right time yet? 3:38pm MN Headhunter the thing is giving options, making accessible, rsponding promptly 3:38pm Claudia Faust and the end result to you is broader brand awareness? 3:38pm Jerry Albright Placements as a way of looking at ROI 3:38pm Jerry Albright Sometimes I'm a bit of a smart-ass..... 3:38pm Slouch I don;t know? 3:39pm Susan Burns Jerry - what would you want to measure? 3:39pm Slouch yes I know Claudia Faust this is an interesting topic -- Ami and I have been talking a lot about the ROI from social networking in a similar context 3:39pm MN Headhunter Jerry, I do agree with you. But prior to the blog I was a really small fish in the pond with no reputation 3:39pm MN Headhunter now people call me to do a search, looking for a job 3:40pm Jerry Albright Paul - I respect what you've done and your willingness to share! 3:40pm MN Headhunter I look at this way, I am spedning less time explaining who I am, wat I do, how I do it. Less time educating and more time building relationships 3:40pm Claudia Faust so the ROI does indeed lead back to your bottom line. 3:41pm Susan Burns Paul - what you've been doing is building personal equity and that is the ultimate goal in buidling a community 3:41pm Jerry Albright What I meant by the "old school" comment. Most social networking talk is about reaching out, building pipeline, etc. 3:41pm Slouch I think a core belief for any recruiter has to be wefind people for Jobs, we don"t help people find jobs 3:41pm MN Headhunter agreed 3:42pm Jerry Albright You rarely see mention of actually sending an invoice to anyone though that is our bottom line goal. 3:42pm Slouch don;t shoot me for that 3:42pm Maren Hogan Sorry SO late! I;d like to know how you deal with jason when people come to you for jobs?? 3:42pm Rayanne true 3:42pm Maren Hogan deal with THAT 3:42pm Rayanne true 3:42pm Susan Burns Hi Maren! 3:42pm Sateesh Yalamanchili I am new to this blog 3:42pm Susan Kang Nam hello... 3:43pm Maren Hogan Hi! Sorry so late! ACK! 3:43pm Susan Kang Nam hi Maren 3:43pm Jerry Albright Send them to the Employment Agency down the road..... 3:43pm Rayanne Hi Sateesh 3:43pm Susan Burns Maren - do u mean when a Seeker contact you about finding a job? 3:43pm Slouch they don;t come any more. I have not recruited for years but when they did, I would just say I don;t have any positions for what you are doing which was almost always the case 3:43pm Maren Hogan Okay so is that part of building community then? 3:43pm usan Burns Maren - do u mean when a Seeker contacts you looking for a job? 3:43pm Rayanne I think every contact has future potetntial even if they come to me... 3:43pm Rayanne You never know what position they will be holding or where they will end up next month. 3:44pm MN Headhunter I agree but I always try and give one idea, one referral out of courtesy. Part karma, part I do not know who they know that might one day come back to me 3:44pm Slouch Nope Maren Hogan yes 3:45pm Rayanne Maren has a point... that is not part of building a community 3:45pm Susan Burns chat tool is getting sluggish 3:45pm MN Headhunter sluggish = good 3:46pm Rayanne It boils down to respect and giving back 3:46pm Slouch its not how you build community but it's how you hit the numbers and make the placements most managers want to see 3:46pm Slouch just a recruiting observation. 3:46pm Susan Burns agree w/ rayanne - if u think about community how could this person also help you so its more a matter of deciding how much time to invest communicating with the person 3:46pm MN Headhunter and that is why I have been on my own this whole time 3:47pm Maren Hogan yep, you are all sayign what I am trying to say Rayanne I knew what you meant by your question, Maren. 3:47pm Susan Burns these same principles can work inhouse for corp recruiters. its a matter of building a compelling case and finding key partners/champions 3:47pm Maren Hogan In a small town like Omaha you can't just be all "sorry yo, can't help ya". It;s akin to saying you don;t know any of the big dogs plus it outs people off 3:47pm Rayanne definitely works for in-house 3:48pm Maren Hogan so I think part of building comm for me would be to build a relationship with an agency that would actually help these people 3:48pm MN Headhunter same here in Mpls. A big really big small town 3:48pm Maren Hogan thx rayanne! 3:48pm Susan Burns maren - you also don't know how connected that person might be - say they live in NYC and write a blog - all becomes part of reputation management and recognizing we are all one 3:48pm MN Headhunter I finally started doing agreements with non IT firms 3:48pm Rayanne I always think about who that person might know or where they might be 3:49pm Susan Burns Jodi - are you still here? 3:49pm MN Headhunter Susan, look at that. tied it all together after me going on a tangent for 48 minutes 3:49pm Jody Simon yes i am 3:49pm Maren Hogan that's true 3:49pm Rayanne tangents are good 3:49pm Susan Burns Paul - you're the Lewis Black of the recruiting world ;-) 3:49pm Rayanne rants are good.. \ Rayanne it starts conversations and points being made 3:50pm Susan Burns Jody - wondering what would help make the case for you internally? Where does the company see value? 3:50pm Maren Hogan HAHA--susan spot on! 3:50pm Susan Kang Nam great question.. 3:50pm Slouch Jody, what kind of engineers are you recruiting 3:50pm Jody Simon in its engineers only....we are run by our engineers 3:50pm MN Headhunter (sound of Paul going into convulsions) 3:51pm Slouch circuit design engineers? 3:51pm Jody Simon heavy duty systems engineers with DOD and C2 experience 3:51pm Susan Burns what do engineers value? is there a cost to not having enough engineers on the job andif so how much - can it be monetized 3:51pm Slouch how much do you py to agencies every year? 3:51pm Slouch pay 3:51pm Jody Simon if i can get engineering on my side then i win the argument hands down 3:52pm Rayanne SB, when I worked in-house I kept every résumé I received and made placements months later when new reqs came up... Jody Simon I don't use any agencies at all... 3:52pm Slouch what about the company you work for 3:52pm MN Headhunter Rayanne is my hero of the day 3:52pm Slouch if you dont mind me asking 3:52pm Susan Burns Rayanne - same here - we would mine our own database before paying to post a job - novel concept huh! and made hires that had applied a year ago or more 3:52pm Rayanne yep 3:53pm Jody Simon I am very close to having the engineers on my side. they want to use agancies and I want the recruiting function to grow internally 3:53pm Susan Kang Nam that's great Rayanne... 3:53pm Jody Simon my company doesn't use any agencies 3:53pm Susan Burns Rayanne - it was also about how we managed communication w/ them initially - big push on pesonal communication 3:53pm Rayanne true.. 3:53pm MN Headhunter Jody, how many of you are there? job to fill? Susan Burns Jody - maybe thats the open door - take the $$ they would invest in agency and see if they'll give u 6 months to show an ROI from community/social 3:54pm Maren Hogan Do you think that extra hire (resume hoarding whatev) is MORE useful in our current economy? 3:54pm Rayanne I spoke to every person that sent a résumé and made sure they knew me and the company they had applied to 3:54pm MN Headhunter Susan beat me to the punchline 3:54pm Jody Simon communication is the key with my company as well....the problem is that recruiting reports to HR and my boss puts up a fight 3:54pm Susan Burns Maren - extra hire and resume hoarding sound difft to me. extra hires always make sense if its the right extra hire ;-) 3:55pm Susan Burns So its HR that is the obstacle? Jody Simon I'm working on getting a champion for my cause and getting very close 3:55pm Jody Simon yes, HR is the obstacle 3:55pm Rayanne sometimes... and sometimes it's the hiring manager that wants to make that hire NOW 3:55pm Susan Burns Jody - that could take us another hour at least ;-) but to all of u who know how I feel about that obstacle - i rest my case for now! Maren Hogan aorry trying to come up with punchy title on the fly then had to get my hotdog--I meant whatever the name for Ray and Paul's and your database. . . 3:57pm MN Headhunter that if they have a relationship built, when the job order opens, they can hire rightaway 3:57pm Jody Simon Thanks Susan....always up for ideas...and helping others with my own ideas as well 3:58pm Susan Burns hey everyone - any thoughts or requests for next weeks topics? Maren Hogan critical foundational tools for the recruiting function 3:59pm MN Headhunter Susan = my new therapist 3:59pm MN Headhunter Maren, huh? 3:59pm Slouch im always open to a discussion about making this site better for everyone 3:59pm Maren Hogan so much theory thrown around and then to put into practice in the real world 3:59pm Susan Burns Ok Paul but I don't take insurance ;-) 3:59pm Maren Hogan what do we really need? 3:59pm Susan Kang Nam lol 3:59pm Maren Hogan Paul, I know I'm wordy, you'll learn to cope 3:59pm MN Headhunter will do some online wine shopping then 3:59pm Slouch with an accent 3:59pm Maren Hogan ha! 4:00pm Rayanne hmmm Rayanne I LOVE the live-ness 4:01pm Susan Burns a community? 4:01pm Slouch yah 4:01pm Maren Hogan I hate it. I usually have something in my teeth 4:02pm Rayanne that is a great idea 4:02pm Susan Kang Nam hmmm... 4:02pm MN Headhunter (sound of wheels turning) 4:02pm Rayanne no screeching 4:02pm Susan Burns that would be cool. could also then put togehter a few key steps to marketing it? managing it? 4:02pm Rayanne I like it... 4:02pm MN Headhunter by chance do you have an extra domain name? 4:02pm Susan Burns isn't that a great sound paul - it goes really good with wine ;-)! 4:02pm Slouch I can check. 4:02pm MN Headhunter or 100? 4:02pm Susan Burns i just established talenttalkcafe.com today - thanks to ami's reco 4:03pm Susan Burns u can use that if you'd like 4:03pm Maren Hogan so exciting! Really, i love IDEAS! 4:03pm Slouch I think we could easily build a site. the building is easy. its the maintaining but that is something else completely 4:04pm Rayanne this is great. 4:04pm Rayanne I am sure... 4:04pm Slouch same bat time, same bat channel 4:04pm Slouch susan, if you want, we can talk details in Portland 4:04pm Jody Simon thanks for sharing! 4:04pm…; Added by Susan Burns to Talent Synchronicity at 2:25pm on June 18, 2008

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