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Blog Post: Social Media list of Lists!!

Social Media list of Lists!!

Main Categories: general (not specific to any brand, mission, type of person), specific (targets a specific group, such as flixster…

Added by Dean Da Costa at 1:58pm on December 9, 2011

Topic: Meet Marcus Zack Ronaldi: Corporate Sourcer, Marathon Runner & Community Do-Gooder: r • Blog http://web.me.com/hydra9/Site_5/Blog/Blog.html • SixDegreesfromDave Member • marcus@marcusronaldi.com Marcus has spent the last year doing in house sourcing for all sorts of sales positions for the WebEx division of Cisco systems targeting both active and passive candidates. His methods for finding candidates include a mix tbetween Active (Traditional job boards/postings & Boolean searches) and Passive (calling directly into those in target roles and target companies). His most recent focus at WebEx was the sourcing of sales people with a background in either Saas or Unified Communications for Webex (a Cisco Company) for a number of positions in California, Virginia, New England, Michigan, Pennsylvania or Washington. While with Google Marcus supported the Tech Ops team with Google. Tech Ops provides the technical infrastructure and tools to support the Online Sales and Operations department (AdWords and AdSense primarily, but also Gmail, Orkut, Picasa, and others). Current teams include Analytics, Spam, CS Tech, Tools Specialists, Online Tools, Data Reporting, Automated Operations, API, and LookOut. Over the last ten years he has worked in High Tech, Staffing and Event Planning. Most of Marcus' high tech experience has come in the ISP/CLEC field as either a Project or Account Manager. Marcus has an impressive who's Who list of former clients within the corporate staffing arena, i.e, Visa, Wells Fargo, FHLB, PG&E, McKesson, CNET, Gamespy, eBay and PayPal. Q&A WIth Marcus Ronaldi Six Degrees: Tell us of your home world. Marcus: I have been in the Bay Area since 1997. Came out here for a job and stayed for the weather. Marcus: Outside of recruiting, I run quite a bit. Just finished my seventh half marathon. Last year raised money for both the Leukemia and lymphoma society and the Parkinson's Institute. I play kickball and enjoy doing the pub quiz. I organize Happy Hours for a group in San Francisco called SF 30 Something. Six Degrees: How many years have you been in the staffing industry? Marcus: I have five years of recruiting experience with about half being in an agency environment and the other half being in house. Right now I am working on a few contingent searches. Six Degrees: How did you get started as a recruiter? Marcus: My first direct staffing experience came as part of the outreach team on the TSA project. This was followed by two different agencies. Moved in house to Google and this was followed by being a sales sourcer with the WebEx division of Cisco. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Marcus: I would have to say that the rise of social networks had the biggest impact on my day to day sourcing career. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Marcus: I would have to say Michael Smith who was my manager when I was sourcing for the WebEx division of Cisco. He had me do sourcing training for the entire team which improved my presentation skills and made me learn what I was doing in a way that I could explain it to someone without a strong sourcing background. Six Degrees: Tell us about your current position and how it has been effected by the recession. Marcus: I am currently making the transition from being an in-house sourcer and recruiter to a free lance independent sourcer and recruiter. My contract with Cisco ended (where I was a member of a large team) and the market for in house sourcing has dried up quite a bit but I am able to leverage my extensive network for these contingent 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? Marcus: I think any of the general news about the economy and the job market is going to have an extensive impact on the role of the staffing industry. I do think one area of growth will be the staffing for large government projects (like the TSA from a few years ago) Six Degrees: What is your next career goal? What do you need to do to get there? Marcus: Right now I am in the process of establishing myself as a free lance sourcer and recruiter. To be successful I will need to work the phones on both the candidate and client side of the equation. HOW DOES MARCUS DO IT? Six Degrees: What is the source of your "LOWEST COST OF HIRES" at your present employer? Marcus: I would have to say referrals from my network provide me with the Lowest Cost of Hires. With tools such as Twitter, Facebook and Tiny URL it is easy to let your network what you are looking for. What I will do is take the URL from the public job description and then shorten the URL using tiny URL. Then I write up a short status update with what I am looking for and I copy the shortened URL to make it easy for my network to check out the job description. I have gotten some great passive candidates through my network using these steps. For this to be effective you need to put effort into building your network. Some of the best connections I have made came from networking events that I did not expect. In addition, I will do quite a bit of direct sourcing of passive candidates by doing a bit of research and calling them directly at work. One thing I notice is that during a tougher job market, people are more apt to take your call and if they are not directly interested they know someone who is actively looking. Many of my best placements have come through direct targeting of passive candidates. Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Marcus: Most of my recruiting and sourcing experience has been with technical sales people, software engineers, product managers and system administrators mostly focused in the Bay Area but I have done searches all over the country. With sales people, clients are looking for consistent top performers. This group is not frequently found on job boards. They also do not respond to job postings. Calling directly (after doing some research) is the best way to reach this crowd. If you are shy about making direct calls to candidates, you are greatly limiting the pool of candidates that you can work with. With technical roles they are many niche boards and user groups that allow for the free posting of jobs. Attending a user group meeting is a good way to network with those with that skill set. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Marcus: Over the last few years I have taken several of Shally Steckerl's training courses. A few months ago I was at the recruiting road show in San Jose where several sourcers were demonstrating some new techniques to search twitter feeds. I noticed the Google Browser window had a line giving the option to do the search in the other search engines. Thinking I had missed a great new feature I went home and check but there was nothing. Turns out it was a browser plugin (because as we all know, the different search engines index different websites. 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? Marcus: I am a big fan of Talenthook which I used at Cisco, Google and at Agencies. As most of my recruiting has been in the United States it has been effective. I also use LinkedIn extensively. Anything that saves time and reduces the amount of duplicate resumes is well worth it. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Marcus: The first agency I worked at put quite a bit of focus on integrating search into their in house ATS. It has a big impact on my preference for searching from a single application compared to logging into several different websites and databases at the same time. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Marcus: I was working on a direct hire role where I quickly found a candidate they liked, he sailed through the interview process but when the offer was presented, it was far less than the candidate was expecting. He ended up turning down the offer and I had to start again. Looking though my notes the candidate was vague about his salary requirements and the client was also vague about what they were looking to pay. Getting a comp range from a client when working on a position and then comp requirements from the candidate early in the recruiting process will save time for everybody. Getting the details upfront from both the client and the candidate on other issues such as willingness to sponsor a visa, ideas on telecommuting, career path can save a tremendous amount of heartache late in the process. 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? Marcus: Recruiters have a big impact on the identity of the people they place. When you meet someone for the first time one of the first questions is what do you do and we provide the answer to the fundamental question. This answer has an impact on how they pay their rent/mortgage, their kid's college education and where they spend a large percentage of their waking hours. Six Degrees: Anything you want to plug? Marcus: If you are looking for someone with a strong sourcing background and an extensive network for either splits or projects contact me directly at marcus@marcusronaldi.com…; Added by Dave Mendoza at 1:48am on March 2, 2009

Blog Post: Why Are People Mean?

Added by Amybeth Hale at 2:30pm on May 5, 2007

Blog Post: Why Do We Stop Imagining?: Added by Mark A. Leon at 11:34am on December 24, 2010

Topic: Meet Dan Nuroo, RBC Activist Down Under, "Say Something Dan!": urne, Australia • Personal Email We continue our series on active, RecruitingBlogs Community members with a spotlight on Dan Nuroo, Recruitment Manager at DWAS. I first had the pleasure of meeting Dan Nuroo at The Austral-Asian Talent Conference in May, 2008 in Sydney. I was on a talent panel and shared a presentation with Kevin Wheeler. Dan was one of the audience members and it has been a thrill to see his involvement as a blogger and activist bear fruit within the RecruitingBLogs.com Community. Dan has been specializing over the past 12 years in the IT Recruitment field. The first 6 within agencies (including his own) and since July 2002 as the Recruitment Manager at DWS an ASX listed national software and solutions, consulting company. His areas of expertise include Management, Sales, ad writing, searching, and strategic recruitment. Q&A with Dan Nuroo Six Degrees: Tell us of your home world. Dan: I’ve been married to Simone (who I met first year Uni) for over 10 years and we have been blessed with 2 gorgeous kids Zachary (now 5) and Talia (now 2), and our loyal Cat Jasper, who has allowed us the honor of looking after him for most of those 10 years, I love my football (Australian Rules Football) and cricket, well any sport really. I was an avid participant in my youth, but seem to have grown out of it! My son, recently caught the footy and cricket bug and I just finished one of the most rewarding winters of my life, by volunteering to Coach the kids at my son’s Auskick Centre, 20 or so 6 year olds or younger. I cannot put into words the amount of joy that gives me. Six Degrees: How many years have you been in the staffing industry? Dan: I started in this game back in 1997. I started as a Recruiter after responding to an Advertisement in the paper (remember them) for an HR Coordinator, I think they took a bit of artistic license with the term. I had grand ambitions of being an HR Generalist or something like that. This role was actually a Resourcer/Data Entry person, or general “GoFer” for the office. My company then won a large tender to get on a PSA with IBM GSA, where I became the core Resourcer for that team. As luck or misfortune would have it, 6 months into this, 5 out of the 6 people in the team left to start up on their own, leaving me holding the baby as it were. After a bit (OK a lot) of in-fighting the client became mine, and I started running the account as a 23/24 year old. This was purely IT Recruiting. I looked after this account for close to 5 years and made some incredible friends whilst doing so, some of my clients here actually came to my wedding! In 2002 I took a risk and moved to a company trying to build itself into an IT Recruitment Company (not the smartest thing I have ever done, as the IT Bubble bursting was still pretty fresh) and after 8 weeks and a redundancy, I set up my own company for a little while. My wife and I had begun discussing starting a family, working for myself I could not look her in the eye or look in the mirror and confidently state what I would earn for the next month. SO I decided to move internally. Luckily enough for me, my targeted search was successful as my timing had been perfect, as the target was looking at the same time I was. I joined DWS Advanced Business Solutions in July 2002 as their first In-house Recruiter. We have been able to grow the company from 110 permanent staff to over 500 now and I have grown the Recruitment team to a team of 4 which operates across the Nation. All the Recruitment for my company comes from my team, we rarely use third parties. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Dan: The whole team leaving me on my own was pretty big, made me grow up and learn to handle stress I had not encountered before. However, discovering sites such as ERE.Net and Recruitingblogs.com changed my professional life. There are other weird people out there like me who love this industry. I felt at home. Also ranking right up there was my attendance at the Australasian Talent Conference in 2008. I had not been to anything like that before (and was quite stunned I got the budget to go!). I got to meet legends I’d read about like, Kevin Wheeler, Shally Streckel, Dave Mendoza (not sucking up because this is his interview) Heather Hamilton and Rob McIntosh to name but a few. Oh I was inspired from this event, I’d never been in such company. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Dan: Not specifically, I have lots of people I lean on or consistently read. My readings from those two sites mentioned above help me question myself, my beliefs and my view of my profession. Six Degrees: Tell us about your position, (responsibilities, size of your staffing organization) : Dan: I am the National Recruitment Manager (part of the National Management Executive) at DWS Advanced Business Solutions, responsible for all the Recruitment which occurs in my company. I have a team of 3 delivering some very demanding results. My jobs is to deal with all the day to day Recruitment issues, educate the executive as to our market and outlook, to placate and deliver to the business the talent they want (hopefully) when they want it, within a Quality Framework. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Dan: I love the creative stuff. I love hearing stories of what corporations have done to attract people. Rob McIntosh gave an example of a company that posted ipods to targeted people, with a message at the start of it as to why they were targeted and why they should join their company. (B) In what aspects are they superior? Dan: Creativity, and more importantly, they actually did it, not just spoke about it. They delivered something Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Dan: General outsourcing/off-shoring is taking hold more and more especially in the IT industry. Most Development seems to be heading off shore, which will change the way my company looks and how my focus in Recruitment will change to more analysis and Project Management people. It will be interesting to see how our styles of companies survive these economic times, when there have been a few casualties already, like Satyam. I feel lucky that my company is in a pretty good place financially. Six Degrees: Tell us about your broader involvement within the staffing industry: Dan: I’d love to do more in this arena. I have recently been asked to increase involvement with the Australian Computer Society, presenting to Business Analysts of late as to what I look for when hiring them, and then last week even sitting in on Graduate presentations as a type of Simon Cowell character. I started an Australian Recruiters on ERE.net and am actively involved with the guys at RBC, which started my blogging. Six Degrees: Can you detail how the recession has affected your particular industry niche? Dan: The months between September and April were tough for an internal recruiter here with a team. Trying to keep us relevant and thus employed was a challenge. Especially when we had industry analysts asking my CEO why he still had us. We kept ourselves relevant by getting ALL the recruitment done, with great efficiency (and bragged about our successes) and by secondly looking outside our sphere and becoming the champions of Enterprise 2.0. We found other ways of adding value to our company. And now, the pressure is on from the business again to hire. Thankfully. Managing the perception from the business, candidates and my own sanity tended to keep me busy too. 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. Dan: In the last 18 months to 2 years I have really upped my involvement in the web2.0 communities. I have actively grown my LinkedIn.com Network, have pushed myself, and my company fairly hard on Twitter and talked my company into building a Facebook.com fan page. I try new things, like a cartoon I built for advertising our roles, the key is to get involved. You actually do get back what you put in. It amazes me as to the amount people share. 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? Dan: Firstly, don’t try to sell all the time. Respect your audience and trust in your message and the value people will see in it. Secondly, don’t think the technology will do it all for you. You still have to work a network, people contact is key, face to face or voice to voice are more important than having 4000 friends on facebook. Thirdly, don’t get sucked into trying to use everything that gets put in front of you. Not everything will work. Learn what works for you and dump the rest. Finally, I do not enter and thus cannot win 100 million Euros even if the email looks really authentic., Six Degrees: What is your next career goal? What do you need to do to get there? Dan: I wrote somewhere once I want to be a General in the War for Talent. Still trying to define that now that there seems to be a détente. I’d actually like to help other Recruiters reach their success and believe in the industry and their profession. I feel a lot of disrespect for this industry in the world, which I believe some of its participants (ie recruiters) buy into. I am working on myself so as to be able get that message out there, by constantly crafting and honing my ideas and running them by people I respect and who’s judgeship I trust.…; Added by Dave Mendoza at 7:46pm on August 30, 2009

Topic: How and Why to Object to Taking .jobs Away From Employers and Creating a Million New Job Boards: day, read this blog entry, and immediately send an email in which you voice your objections to the .jobs proposal to jobs-phased-allocation@icann.org. On the other hand, if you believe that the ends justify the means, then sit back and wait until about mid-August when some back room deals could be approved that will result in Employ Media, a for-profit organization which is closely related to the non-profit DirectEmployers (yes, that's correct), is able to do just about whatever it wants with the .jobs domains. If you're a third party recruiter specializing in information technology workers, wouldn't you love it if Employ Media refuses to sell InformationTechnology.jobs to you and instead creates its own job board using that domain? Better yet, how about if you specialize in that market in Chicago and Employ Media gives you the choice of buying ChicagoInformationTechnology.jobs for a measly $5,000 per year or watching them create and promote that domain to your clients? Or you're Microsoft and Employ Media gives you the choice of buying both SoftwareEngineer.jobs or SeattleSoftwareEngineer.jobs for $100,000 per year (they'll have full control over the pricing for different domains for different potential buyers) or they'll turn around and sell those to Amazon for $10,000 per year (maybe their sister works at Amazon so they want to cut her a deal that they won't make available on the same terms to you). Better yet, you're American Airlines and you're not even offered the opportunity to buy AmericanAirlines.jobs because Employ Media decides that it wants to use it to create a job board with job postings scraped from all sorts of U.S.-based airlines as well as loads of ads telling you that you need to have your credit history checked or you won't be hired and you should immediately request information about continuing your education because otherwise no employer will want to hire you. Nice, huh? So how did this all get started? Actually, the origins were innocent enough. Six years ago, SHRM and Employ Media got together and submitted an application to the International Corporation for Assigned Names and Numbers (ICANN), the governing body for Internet domain names and top level domain (TLD) extensions like .com and .net, and requested that ICANN create a new TLD, .jobs. ICANN approved the application a year later in 2005. SHRM was to be the sponsor of the new .jobs TLD. As such, its role was to set policy and establish registration requirements. Employ Media was essentially to administer the TLD, including selling the new domains. Due to a startling lack of transparency, we don't know much else about the relationship although it has been reported that "SHRM receives a flat fee from Employ Media for its role in sponsoring the .jobs TLD." So what .jobs domains are available? The .jobs charter limits their use to domains such as organizations such as Toyota or Microsoft using them to drive traffic to their career sites. So Toyota could use Toyota.jobs and Microsoft could use Microsoft.jobs but job boards such as Monster and CollegeRecruiter.com could not use Monster.jobs or CollegeRecruiter.jobs unless it was to promote their own job openings and not those of their clients. Similarly, job boards like Monster and CollegeRecruiter.com could not register Automotive.jobs or SoftwareEngineer.jobs and use those to drive traffic to job posting ads they sold to Toyota or Microsoft. In short, the .jobs domains were reserved for employers promoting their own job openings. End of story. Or was it? Well, if the story ended there, no one would be upset except, perhaps, for SHRM and Employ Media. You see, after five years, Employ Media has managed to sell only 15,000 .jobs domains even though there are some 13 million employers in the U.S. alone and likely hundreds of millions more in other countries. So SHRM and Employ Media apparently huddled up and agreed that their partnership was failing and brainstormed about how they could turns their lemons into lemonade. The scheme they hatched was to pretend that ICANN authorized Employ Media to do with .jobs just about anything it wanted with the .jobs TLD included the creation of potentially a million new job boards owned and operated by Employ Media. Yes, a million. They really said that. SHRM apparently thought this was such a good idea that in a process that resulted in the resignations of multiple members of the task force charged with overseeing the process, it gave its blessing to Employ Media to charge ahead. Employ Media could sell some .jobs domains to job boards and other organizations whose eligibility and cost for buying the domains would be determined by Employ Media with no oversight in a process which would lack transparency (see a pattern here?) and use other domains to create perhaps a million new cookie cutter job boards to go along with the estimated 100,000 which already exist. Do you want Employ Media to create hundreds of thousands and perhaps a million new job boards however it sees fit when the charter it and SHRM were granted clearly restricted the use of the .jobs domains to employers wanting to create an easy way for their candidates to go directly to the career section of the employers' web sites? Some may argue that this is just free enterprise at work and I would agree in part. Although the creation of a million new job boards will surely add new competition, that isn't the problem. I wouldn't be thrilled about that, but I also wouldn't be helping to lead the objectors in this process. Rather, it is the lack of openness, transparency, and even honesty that is the problem. If the new domains were to be sold like .com domains -- anyone can buy them in a manner that is open, transparent, and honest -- then you wouldn't hear such a fuss. But if Employ Media gets its way then some .jobs domains will be sold behind closed doors and others will be retained by Employ Media to enrich its coffers through the creation of perhaps a million new job boards. If you agree that Employ Media should be allowed to do what it wants, do nothing for inaction will surely lead to ICANN's approval. But if you don't want Employ Media creating and operating domains such as Headhunter.jobs, StaffingAgency.jobs, Chicago.jobs, SoftwareEngineer.jobs, SiliconValley.jobs, Dublin.jobs, or HoustonProfessionalSales.jobs then you need to take action today by simply sending an email to ICANN in which you object to the plans of Employ Media. And it really should be today because tomorrow (Thursday, July 15, 2010) is the deadline to submit comments on this. Note that a personalized letter is a bit better than sending the same letter as everyone else, but sending the same letter is FAR better than sending no letter. Similarly, sending a letter by mail on letterhead is a bit better than sending by email on letterhead or sending a regular email, but sending a regular email is FAR better than sending none. So if you only have time to send a regular email, do so today. If you have time to also print it onto letterhead, sign it, and mail it, do so today. As reported last week by John Zappe of ERE, all comments must be received within the next four days on Thursday, July 15, 2010. If you don't know what to write, have a look at what I and others have submitted or use this: July 15, 2010 Peter Dengate Thrush, Chairman Members of the Board of Directors International Corporation for Assigned Names and Numbers Internet Corporation for Assigned Names and Numbers 4676 Admiralty Way, Suite 330 Marina del Rey, CA 90292-6601 USA By Email To: jobs-phased-allocation@icann.org RE: Employ Media sTLD Charter Amendment Dear Chairman Dengate Thrush and Members of the Board: I am writing on behalf of [insert the name of your organization here], to urge you to reject Employ Media's request for authority to permit second level registration of strings that do not correspond to an employer's name in the .jobs sponsored top level domain. My organization would be directly and adversely affected by this request and therefore opposes the unilateral expansion of the .jobs charter to encompass regional and industry-specific second-level registrations. Since 1993, the community of online employment service companies--job boards, associations, staffing firms, newspapers and other publications that operate job posting and/or resume search databases--has effectively served working men and women and employers worldwide. These same organizations have also significantly improved the career prospects of veterans, minorities, disadvantaged persons and those affected by natural disasters such as Hurricane Katrina. The separate and distinct communities of employers, staffing agencies, third party recruiters, job boards, and even career services are now threatened by the proposed expansion of the .jobs top level domain (TLD). The charter holder is attempting to extend the application of the TLD from its approved community--direct employers--into the online employment services community by introducing geocentric (i.e., Atlanta.jobs, NewYork.jobs, Athens.jobs) and occupation specific (i..e, nurse.jobs, salesperson.jobs, systemsanalyst.jobs) web sites. It now has a proposal to implement this plan before the governing board of the Internet Corporation for Assigned Names & Numbers (ICANN). This proposal violates both the spirit and the letter of the charter holder's contract with ICANN. No less important, it will grievously harm the online employment services community and therefore my organization by confusing the job seekers and employers who have long been the customers of the community. Sincerely, [Insert your name, job title, and contact information here] Oh, two more things: When you email the above letter to ICANN, please cc me at Steven@CollegeRecruiter.com. I want to make a difference in this process and if you'll cc me on your email, I'll know that my time was well spent. After you send your email by the evening of Thursday, July 15th, watch your inbox and perhaps also your spam folder because ICANN will kick out to you an automated email to confirm that you really exist. All you need to do is click the link in the email so your comment will be submitted. If you don't, it might as well not exist. Thanks!! …; Added by Steven Rothberg at 12:53pm on July 12, 2010

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Blog Post: How to Write a PERFECT Job Posting + Expert Example [2023]: A job posting or advertisement is a jobseeker’s first introduction to your company. If you express the role and benefits of working at your company well, they might be your next great hire. First…; Added by Phil Strazzulla at 11:43am on April 16, 2023

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