enings and applicants. Applicant information is often difficult and costly to obtain. The value of this information is enhanced if it can be stored and retrieved electronically. An applicant tracking system should include: OCR Resume Scanning Letter Generation EEO Reports Ability to schedule/track interviews Job Descriptions Statistics: Activity, Recruiter, Sources Requisition Analysis Cost Analysis Applicant Profiles Mailing Labels On-Line Notes Selectech®Workforce Management (http://www.ercdataplus.com/applicant_track.php) ERC Dataplus: Screening, hiring and retaining the workforce you want - efficiently!SM Selectech® Workforce Management is modularly designed and OFCCP-compliant and is the most advanced, comprehensive, scalable solution available. It guarantees to lower the time-to-hire, cost-per-hire, and improve the quality of each hire. Unique functions include self-service, variable process flows, industry-specific question libraries, validated assessments, interviewer training, scheduling, job posting, and on-boarding. It also includes Selectech® Interview InsightsTM, a conversational interview technology drawing applicants into a discussion about their skills, challenges, and goals. HireTouch (http://www.hiretouch.com) HireTouch is an easy-to-use web-based applicant tracking and management system allowing HR managers to post jobs and track candidates throughout the entire hiring process. The application plugs in to your company’s existing Website, thus maintaining its original “look and feel,” while taking your hiring processes to the next level. Applicant Tracking – (http://www.iapplicants.com) iApplicants was designed and priced specifically for companies with 20 to 1000 employees, and creates your own custom looking Career’s Website in just 3 business days! iApplicants is: simple to use, integrate your hiring assessments, ask pre-screening questions specific to the job, tracks and reports EEO data, and provides analytics tools for tracking the source of both visitors and applicants. iApplicants will help you generate new applicants for free directly from the major search engines and lets you auto post to craigslist.org, google.com/base, indeed.com, simplyhired.com and others. iCIMS, Inc. (http://www.icims.com) With over 600 clients, iCIMS’ Talent Platform offers web-based human resources (HR) software for organizations of all sizes, in any industry, worldwide. This comprehensive applicant tracking software provides recruiters and hiring managers with collaborative recruitment tools that enable them to attract, screen and hire the best talent. iCIMS’ premier Talent Platform allows organizations to manage both pre and post hire recruiting all through a single platform. Features include: Applicant Tracking, Reporting, form automation, hourly & salary hiring, multi-lingual online career centers, candidate screening, searching, sourcing, CRM, compliance, onboarding/offboarding, integrations, performance management, workforce planning, succession planning and more. People-Trak Applicant Management (http://www.people-trak.com/hr_functionality.asp?subid=am) People-Trak defines HRIS with the most powerful combination of features and ease of use. Automate personnel management, recruiting, performance management, attendance, benefits, and more in a single integrated solution. Akken (http://www.akken.com) Powerfully simple front and back office staffing software and recruiting software. Includes Applicant Tracking, superior searching & matching, Timesheets & Invoices, HRM, Accounting, CRM, Email, Resume Parsing and more Alchemus (http://www.inetgen.net) Alchemus: An Applicant tracking system (ATS) and Work Force Management web-based application that automates the key business processes of Professional Services Organizations, Employment Agencies and HR Departments. It emulates the workflow of staffing, recruiting and workforce management from getting a requisition to applicant tracking through making an employment offer and invoicing. Alchemus allows all the necessary players across the enterprise to participate and contribute in streamlining your business proce Applicant Tracker (http://www.acentre.com/applicant_tracking.html) Applicant Tracker, a Lotus Notes Domino applicant tracking solution, automates and facilitates your entire hiring process, whether you're an organization of 50 or 5000 employees. Arithon (http://www.arithon.com) Arithon is a complete recruitment solution designed and sold by an international team of ex-recruiters. Offering the latest in ASP hosted technology, and running on an Oracle 9i platform, Arithon provides a fast, functional and feature-rich product at a sensible price, making it ideal for the start-up or fast-growing agency. askSam Resume Tracking System (http://www.asksam.com/rts/) An askSam product designed to organize resumes, job orders and requisitions. Aspirant (http://www.fscbizsolutions.com/Aspirant.htm) Aspirant is a powerful applicant tracking system that integrates seamlessly with your corporate web site. Aspirant helps recruiters select the most qualified candidates rapidly. Features include applicant tracking, requisition tracking, automated resume ranking, job posting to your corporate web site and Intranet, criteria-based resume searches. Candidates can update their resumes online. Aspirant also interfaces with our HR software (sold separately). Automated Business Designs (http://www.abd.net) ABD offers staffing software for contract, direct-hire, and medical placement. Ultra-Staff’s Front Office features search and match, contact management, document management, and managerial reporting. Ultra-Staff's Back Office is an integrated pay/bill system. Berkshire Associates Inc. (http://www.berkshireassociates.com) Berkshire Associates Inc. is a progressive human resources consulting and software development firm, specializing in affirmative action and internal compensation analyses. For over 23 years, Berkshire has been committed to helping companies find cost-effective solutions to everyday human resources challenges. We offer outsourcing and software solutions to meet the needs of any size company. BALANCEtrak™ PREMIUM meets the client’s need to capture applicant data easily in a timely manner and automate the entire hiring process with no paper to shuffle. Bond StarSearcher Applicant Tracking System (http://www.StarSearcherATS.com) Applicant tracking software from Bond International Software is designed to fill mid-sized companies' growing need for an automated system of tracking applicants through the entire hiring process. You use accounting software to manage your financial assets, but what about your most valuable assets, human capital? StarSearcher allows you to sort through the deluge of resumes in seconds so that the stars reveal themselves – and go to work for your company, not your competition. Sold exclusively through the Microsoft Partner Channel, StarSearcher Applicant Tracking System is built on Microsoft technologies such as SQL, Outlook and Office and integrates with Dynamics GP. StarSearcher offers a complete, versatile and affordable ATS solution that can easily automate all aspects of the hiring process: gathering job requirements, auto-posting to website, qualifying job applicants, processing resumes, matching candidates, hiring manager portal and more. Brightmove (http://www.brightmove.com) BrightMove ATS (Applicant Tracking System) is a powerful web based applicant tracking software package designed to make the recruitment process easier. Our applicant tracking software is designed from the ground up to simplify the HR professional’s everyday life. BrightMove ATS (Applicant Tracking System) will lower the cost of recruiting for your company and make your recruiting staff more productive. Bullhorn Staffing Software (http://www.bullhorn.com/Home.8.0/BHContent_HomePage.cfm) Bullhorn delivers an integrated web-based front office staffing solution. BullhornSTAFFING is a web-native platform for the Staffing Industry and is recognized by industry leaders as one of the most powerful, flexible, and easy to use systems across a wide range of business types, sizes, specialties, and disciplines. Capterra's Applicant Tracking Software Directory (http://www.capterra.com/applicant-tracking-software) Capterra's Applicant Tracking software directory is a free, comprehensive resource that lists solutions for resume tracking and storage and recruitment management. CATS Applicant Tracking System (http://www.catsone.com) CATS is industry's first open source applicant tracking system (ATS). Built on the LAMP platform (Linux, Apache, MySQL, and PHP), it can be installed and running in 5 minutes on a Unix or Windows platform. It features built-in applicant tracking, resume search, CRM, and a reporting dashboard for staffing agencies and corporate HR departments. Chameleon-i online recruitment software (http://www.chameleoni.com) An entirely web-based, on-demand applicant tracking solution for start-up and SME recruitment agencies worldwide. Reliable, easy-to-use with a free first-user license. Conrep ATS and a complete PSA solution (http://www.conrep.com/index.htm?source=hr-guide) Conrep's PSA software (includes Applicant Tracking System) provides end-to-end solution for consulting, staffing, recruiting and professional services organizations. Conrep improves all aspects of your business: workflow, tracking and controlling. It's easy-to-implement, web managed solution increases organizational efficiency, maximizes resource utilization, facilitates team collaboration, fosters individual responsibility and productivity. CVManager-Applicant Tracking System - Resume Tracking (http://www.cvmanager.com) CVManager is a powerful applicant tracking system that integrates seamlessly with your corporate web site. CVManager helps corporate recruiters select the most qualified candidates rapidly. Features include applicant tracking, requisition tracking, automated resume ranking, job posting to your corporate web site and Intranet, fully customized input forms and pre-screening questions, criteria-based resume searches, letter generation, response tracking and multilingual capabilities. Candidates can sign up to receive new job opening notifications and they can update their resumes online. CVManager also enables recruiters to manage all content of their career section. CVTracer Software (http://www.cvtracer.com) CVTracer Software provides web-based, workflow automation solutions designed for recruiting organizations. CVTracer offers software in which serves as the recruiter's desktop to handle everything from resume processing, applicant tracking, and customer management to corporate career site integration. These are easy-to-use systems allowing your entire organization to share a single, 360-degree view of your clients, candidates and requisitions. No software or hardware installation is required, only minimal training is needed, and implementation can be completed in days. Eploy – Online Recruitment Software (http://www.itssystems.co.uk) Eploy® is a leading provider of online recruitment, vendor management and applicant tracking software for agencies and corporate HR departments. Eploy® is a completely customisable ASP application delivering cutting edge recruitment tools through your browser. Its unique workflow engine and flexible design allow an unrivalled level of customisation with minimum cost and short delivery times. Take a look yourself with a free online trial. FlashRecruit (http://www.vectrics.com) FlashRecruit is an Open Source Job Board and Applicant Tracking software application. Built for industry standard J2EE application servers, FlashRecruit is enterprise ready and will scale with your business. FlashRecruit leverages standard Java enterprise components. Genesys (http://www.genesysHCM.com) Founded in 1981, Genesys is a proven provider of web-based HCM solutions configured to each workplace. The Company's suite, PeopleComeFirst®, streamlines HR, benefit administration and payments, payroll processing, self-service, tax filing and garnishment processing. Genesys provides unprecedented choice, flexibility, and satisfaction to its clients. Available as SaaS, HRO services or licensed in-house software. Gopher Applicant Tracking Recruiting Staffing Software (http://resume-software.com) BlackDog Inc. has provided industrial strength staffing software to professional recruiting firms all over the world. Custom designed specifically for the executive search industry, GOPHER has become the leading recruitment tool of choice for recruiters wanting to dramatically increase productivity through effective applicant and resume tracking software, allowing instant access to crucial candidate and client data. Greentree Systems (http://www.greentreesystems.com/) Vendor of applicant tracking and resume scanning software located in the heart of Silicon Valley. HireAbility.com (http://www.hireability.com/ALEX/) Alex Resume Parsing. Capturing candidate traffic around the world around the clock. Hirebridge, LLC (http://www.hirebridge.com/) Hirebridge brings affordable web-based job posting and applicant management solutions to small to midsize corporations and staffing companies. HireDesk (http://www.hiredesk.com) HireDesk provides on demand Web-based recruitment solutions for all types of recruiting disciplines, including executive search, permanent placement, temporary staffing, contract staffing, and multi-discipline environments. Today, HireDesk helps recruiters at over 500 organizations worldwide to build and manage relationships, increase daily productivity, and grow the business. If you’d like to learn more about HireDesk and its offerings, visit the Web at www.hiredesk.com or call 1-866-747-3375 for additional details. Hire Ground Software (http://www.hiregroundsoftware.com) Hire Ground offers the most affordable and scalable Applicant Tracking Software on the market. We offer both Full and LITE versions so we can offer solutions for any size company. We are the only company that offers a customized skills matrix to filter applicants. We also have standard reporting that can track candidate sources, and time to hire. HireTrac (http://www.hiretrac.com/hiretrac/Home/index.aspx#) HireTrac is a powerful ASP applicant tracking system designed for the small to mid-market. No installation, no learning curve - up and running in 10 minutes, with your brand! Hiring Management Systems (http://www.fadvhms.com/) First Advantage HMS provides a total solution for managing the hiring process. Powering both salaried and hourly hiring, First Advantage HMS integrates all your critical hiring related services on a single platform. Built on flexible technology, First Advantage HMS adapts and grows as your needs change. And with advanced global capabilities, our solutions can support your hiring needs in 13 languages and with over 100 culture settings. Hiring Software (http://www.hiringsoftware.com) Web-based and PC-based recruiting software that support complete job and candidate tracking and create a powerful career web site. Hodes iQ (http://www.hodesiq.com) Award-winning Talent Management software, Hodes iQ provides corporate recruiters sophisticated recruiting tools that are easy to use. A product of Bernard Hodes Group, an Omnicom Company (NYSE:OMC). HRLogix Applicant Tracking System (http://www.hrlogix.com) HRLogix is the leading provider of Next Generation Applicant Tracking Systems (ATS) defined by ease of use, functionality, & cost value proposition. Our solutions turn your corporate web-site into a powerful recruiting tool, while offering a very professional “applicant self-service” to your job-seekers. From job-requisition, on-line screening & scheduling for those qualified candidates our solution can take your organization to the next level in Human Resources. HRM Direct (http://www.hrmdirect.com) Resume Direct eliminates tedious data entry with the most powerful resume parsing, automatic job posting, and OFCCP-compliant EEO data capture available starting from just $250 per month. Find out why more than half the companies that try Resume, buy Resume Direct. HRsmart.com (http://www.hrsmart.com) HRsmart is a global provider of world-class talent management solutions that streamline recruiting, development, and retention processes, giving our clients an edge on today’s competitive markets. Our state-of-the-art technology and proven human capital management practices provide solid performance at attractive prices. HRSnap! Recruiting Management (http://www.hrsnap.com) HRSnap! Recruiting Management and Applicant Tracking System (ATS) is a affordable software allowing organizations to put their job postings online, and to accept and process applicant information. HRSnap! can turn an old computer into a high tech web recruiting system. Humanic Design (http://www.humanic.com/) The Humanic HRMS is a comprehensive business solution-automating core Human Resources functions and quickly putting information into the hands of those who need it most. Integrating essential HR functions like benefits administration with applicant tracking, flex benefits administration, wage and compensation modeling, position control, training administration and employee histories. Icarian Inc. (http://www.icarian.com) Icarian’s Workforce software is an intranet application designed to help a company plan, hire, deploy, and retain talent assets. Icarian Services provides our customers tailored solutions including Strategic Process Engineering, Implementation Services, Education Services, and Customer Support. ImmigrationTracker Case Management Software (http://www.ImmigrationTracker.com) Founded in 1998, ImmigrationTracker is the leader in fully-integrated immigration case management software for Fortune 500 companies and immigration law practices. It has been enhanced with the suggestions of thousands of American Immigration Lawyers Association (AILA) members and corporate professionals. ImmigrationTracker is a unique combination of feature-rich software, detailed and secure case tracking, status/work authorization expiration monitoring, I-9 and LCA postings history, PERM and other vital reporting and a flexible and integrated forms package. Adopted by companies in multiple countries, Tracker is the only immigration software offering both online (ASP) and proven server-based platforms, providing IT and HR departments maximum security, plus more certain compatibility with future technology trends. Based in San Francisco, CA, ImmigrationTracker currently supports more than 3,500 users in the United States, Canada and the UK. JobScore (http://www.jobscore.com/corp/solution_track_applicants.html) A free hosted solution that allows you to create listings, score applicants, track progress and generate reports. Jobtrain Solutions (http://www.jobtrain.co.uk) Jobtrain is a leading web-based recruitment management system that helps companies save administration time and reduce recruitment costs through the automation and streamlining of their recruitment processes. Kenexa (http://www.kenexa.com/en/solutions/Talent-Management.aspx) Kenexa Recruiter® was created as a complete recruiting management system to address this need. As an applicant-tracking system, Kenexa Recruiter® will dramatically reduce your overall hiring costs and streamline and automate your entire recruiting process. Mangrove Software (http://www.mangrovesoftware.com/recruitment_features.html) Mangrove has the most comprehensive HR, Payroll, Benefits Management, Applicant Tracking, & Self Service Solutions available. We offer payroll processing with check printing capabilities, tax-filing services, compliance reporting, ACH, & our state-of-the-art customization toolset. You can license our full-service product or choose our hosted 100% web-based solution. matchhire - Recruiting, Staffing and Applicant Tracking (http://www.matchhire.com) matchhire is a user Friendly and Affordable Recruiting Web-Based Software to streamline all the hiring procedures of Recruiting Agencies and HR Departments from posting jobs, attracting candidates, processing resumes, qualifying applicants, through qualified hire. Free Trial. MaxHire Applicant Tracking (http://www.maxhire.net) An affordable integrated software solution for professional recruiters and search firms. mindSCOPE Staffing & Recruitment Software (http://www.mindscope.com) Makers of mindSCOPE Staffing & Recruitment software database tracks candidate, client, and job placement status. MyPaperLess Office (http://www.mypaperlessoffice.com) Online paperless recruiting and tracking system Mploy: Empowered Applicant Tracking, Requisition Management, and Recruiting Workflow (http://www.coolersoft.com) Find your candidates, track your jobs, and manage your recruiting process from anywhere, anytime. Mploy provides effortless applicant tracking and requisition management. Also, Mploy empowers you with a flexible workflow system to keep you on track and on time. myStaffingPro (http://www.mystaffingpro.com) myStaffingPro® is a full-featured, web-based, applicant tracking system with advanced applicant screening capabilities providing tools to help you achieve your hiring goals. We offer solutions for companies of any size, with any budget. Features and cost vary by the version selected. All editions are built on the same proven technology. myTalentLink (http://www.mytalentlink.com) An affordable Applicant Tracking System Software for recruiters that is fully hosted and is designed specifically for the needs of small to mid-sized organizations. NewHire (http://www.new-hire.com) Employers, get answers to your most important hiring questions - before you interview! Keep track of all applicants from all sources in one easy-to-use online solution. Hiring has never been so simple! Advertise anywhere and direct all applicants to a single customized web page. Your "inbox" will never be flooded with resumes again! NowHire.com (http://www.NowHire.com) ISG's applicant tracking, resume database and hiring management systems streamline and automate your entire workforce procurement and management process, utilizing the Internet, IVR (phone) and/or Employment Kiosks for corporate and hourly recruitment. PCRecruiter by Main Sequence Technologies (http://www.pcrecruiter.com) PCRecruiter Web, used by thousands of professionals worldwide, offers a complete solution for management of contacts and applicant flow. The combination of applicant tracking and contact management creates a powerful center for your entire process, facilitating your entire process from requisition submittal, to req approval, through to on-line job inquiries and hire logging. All of this, plus potent administrative metrics and dynamic candidate questionnaires and assessments. PCRecruiter has the features you'd expect of an enterprise class solution, including bulk email, automated resume parsing, document storage, and diversity tracking. PeopleCapital (http://peoplecapital.com) PeopleCapital creates a competitive advantage through best practices and superior technology associated with attracting, tracking, and onboarding the world's best talent. PeopleFilter Technology (http://www.peoplefilter.com) PeopleFilter is a web-based Applicant Tracking and Hiring Optimization solution that allows for rapid identification and ranking of the most qualified applicants based on employer-defined job descriptions. PowerHires - Applicant Tracking for Small Business (http://www.powerhires.com/solutions.php?s=hrguide) PowerHires is the best applicant tracking system for small business. You can be up and running in under an hour. Our free trial and satisfaction guarantee mean you have no risk, so start today! We offer applicant screening, an online job center for your website, and many more features to help you hire better people faster. powerHR (http://www.powerobjects.com/powerHR.aspx) powerHR by PowerObjects is an innovative, fully customized web based application that automates and streamlines the hiring process. In response to organizations across the country, PowerObjects has developed powerHR to help Human Resources personnel better manage the job application process, by providing a simple way to collect job applications via the web. PowerPlace Software (http://www.powerplacesoftware.com) Professional-grade staffing software featuring best-in-class features and highly intuitive, user-friendly design. Be up and running to no time! Flexible terms. PreferredHire Plus (http://www.preferredhire.com) PreferredHire Plus is an industry leader in predictive resume screening and processing technology. Our resume management system allows corporate Human Resource departments, as well as staffing firms, to concentrate and refocus their efforts on the strategic vision of their organization by automating the applicant screening and resume tracking process. RecruitActive (http://www.recruitactive.com) UK based provider of e-recruitment software systems and careers microsites for medium and large businesses and organisations. Recruiter Applicant Tracking Automation System (http://www.hr-soft.com/recruiter/recruiter.shtml) Recruiter: an award winning applicant tracking system leads the way through all the stages of recruitment and helps you select the best candidates quickly, efficiently and at the lowest cost. Free demo and eShop. recruitNEXT Applicant Tracking Software by EON Applications (http://www.recruitNEXT.com) recruitNext offers easy-to-use Applicant Tracking Software, Web-based or desktop, Resume parsing, job posting, advance searching and integrated career center all in one system. RecruitPro - Applicant tracking software (http://www.24x7softech.com) RecruitPro is an applicant tracking system & recruitment process automation software for Recruitment consultants, executive search firms, employment agencies, placement companies RecruitTrack Recruiting Software (http://www.recruittrack.com) Desktop recruiting software system designed to track applicant resumes, employers, job orders, and activity data featuring resume parsing and integration with Outlook. Redmatch Applicant Tracking and Online Recuiting (http://www.redmatch.com) Redmatch is a leading provider of online recruitment solutions for corporations, publishers and staffing companies. Its hosted software solution, Redmatch Recruiter™ helps HR managers and recruiters to find and hire the most qualified candidates, efficiently and quickly. Redmatch Recruiter acts as a seamless extension of your recruitment team, bringing dramatic time- and cost-savings to the entire staffing process. Redmatch Recruiter serves thousands of enterprises globally with a fully branded career web site, efficient hiring manager tools, state-of-the-art Applicant Tracking System (ATS) and seamless job posting to Redmatch-powered and other online career portals. Rejose (http://www.rejose.com) Simple web based applicant tracking system for small and medium businesses and project managers. Relational Systems, Inc. (http://www.winsearch.com/) WinSearch - providing applicant tracking, resume and complete recruiting relational database management systems for the permanent placement, contracting, and temporary staffing industries. WinSearch is available in Client Server, ASP and Web Enabled versions. Resource Datamine (http://www.resourcedatamine.com/index.html) This recruitment tool helps in tracking the applicants and is designed to fully automate every step of the recruiting process and ensures the achievement of your business objectives. RESUMate - Applicant Tracking Software (http://www.resumate.com) Create complete resume database records from text resumes (Word docs, e-mails, etc.) in about 10 seconds-no typing with RESUMate. ResumeWare (http://www.resumeware.com/) The web-based resume database and applicant tracking system designed from the ground up to deliver what the best recruiters need to be even more effective. Sendouts Pro (http://www.sendouts.com) Sendouts.com provides the award winning Sendouts Pro Applicant Tracking System for staffing firms. Sendouts Pro offers an easy-to-use and customizable recruitment tool that reduces time consuming data entry, improves efficiency and accuracy of searches, and manages the entire workflow process from prospective client to final placement. SilkRoad Technology, Inc. (http://www.silkroadtech.com/products/applicant__tracking/index.htm) OpenHire is the most sophisticated, cost reducing, web-based job posting and Applicant Tracking System (ATS) on the market today. It streamlines the entire recruiting and human resources management process, giving you instant access to all the information you need to make fast, informed recruiting decisions. Simplicant (http://www.simplicant.com) Simplicant is a simple, web-based applicant tracking system for small to medium sized companies. It allows you to track candidates, communicate with them, search through resumes, and collaborate with your colleagues through tasks. SmartSearch (http://www.smartsearchonline.com/index.asp) SmartSearch is a comprehensive system, based on the latest Microsoft development tools and fully browser enabled. SmartSearch is an event driven database application which manages information on Candidates, Jobs, Hiring Managers and Businesses. SmartSearch is a scalable product, we have customers ranging in size from one to several hundreds of users accessing databases as large as 350,000 resumes. SonicRecruit (http://www.sonicrecruit.com) SonicRecruit's web-based Applicant Tracking System delivers the industry's most powerful recruiting tool. Praised by our mid-market and Fortune 500 clients, the flexibility of SonicRecruit offers a wide array of HR solutions guaranteed to refine your hiring process. Backed up by our experienced staff, it's easy to see why SonicRecruit is more than an application. StaffASAP.com (http://www.staffasap.com) Applicant Tracking System. Easy to learn. One month free! Staff -n- Track (http://www.staff-n-track.com) Staff-N-Track is a full serviced easy to use Applicant Tracking system designed for small to mid-sized companies. StaffCV Recruitment Software (http://www.staffcv.com) Details and case studies related to StaffCV Recruitment Software Staffingsoft.com (http://www.staffingsoft.com) StaffingSoft is an enterprise-wide Applicant Tracking System Recruiting Software featuring a suite of tools that effectively integrate and manage talent recruiting, retention, and management from internal staff, to outside vendors, to candidates globally. Staffing Software Solutions Account Receivable-Recruitment Management (http://www.bwsi.com) TempWizard is an account receivable software for Account receivable management services also a recruitment management software used for contract temp staffing and recruiting. Stateside Technology Limited (http://www.stateside-technology.com/products.html) ResourceBuilder is a completely new solution for recruitment in the internet age. Recruitment is in the grip of radical change. The driving forces behind this change are the technological improvements, the shortage of skilled staff, increased pressure on budgets and the high cost of traditional recruitment methods. Companies now have to turn around economic slowdown by using the internet to integrate the new online recruitment into their existing business practice. Swiftpro Recruitment Software, CV Processing, Data Entry Services, Job Boards Design (http://www.swiftpro.com) Recruiting software and services that continuously facilitate your recruitment processes, optimize the applicant tracking activities and enhance your overall business performance. Talent Secure (http://www.talentsecure.com) TalentSecure is a web based applicant tracking solution. TalentSecure gives you the control of the applicant recruiting, tracking and staffing process that you have been looking for. Talent Technology - Applicant Tracking, Hiring, Recruiting Software Solutions (http://www.talenttech.com) Leading provider of on-demand applicant tracking and component recruiting technologies for the recruiting/staffing industry and corporate HR departments. TalentXpress Applicant Tracking (http://www.talentxpress.com) TalentXpress offers an on demand applicant tracking system that can be up and recruiting in a matter of hours. It's everything you need for less than you think. !Trak-It Applicant - Applicant Tracking Software (http://www.applicant-tracking-software.com) !Trak-It Applicant - tracks skills, references, schools, training, licenses and past employers plus invitations and routings. Included are over 100 standard reports and letters, most are customizable. !Trak-It Applicant also tracks letter history; routing status; invitation schedules; prints EEO reports; applicant flow; source statistics; activity and recruiter statistics; skill searches and applicant profiles. There is a built in email capability as well as an online web based reference or background checking connection. The Resume Extraction Option extracts information from resumes and transfers it to the searchable !Trak-It Applicant databases. The Web Option allows you to publish your job openings on your web site's job board. V.I. Applicant Manager (http://www.verificationsinc.com/applicant.html) VI Applicant Manager is the first-ever applicant management system providing hiring organizations with a single view of their complete hiring process. Through this powerful and intuitive online application HR professionals can now effectively and efficiently manage applicants and applicant information and truly take control of the hiring process. VI Applicant Manager seamlessly combines the tracking, evaluation, screening, and onboarding of applicants in a hosted solution. WebRecruiter (http://www.webrecruiter.com) Enabling competitive advantage by integrating and automating the recruitment supply chain. WebRecruiter automates and improves your existing recruiting processes instead of forcing you to change your company’s well-defined workflow. XML Resume (http://www.sovren.com) Sovren Resume Parser is the first HR XML.org-certified resume parser, easy to integrate with any technology to process XML resumes.…
Attend the MagicMethod FREE one hour LIVE phone sourcing classroom chats on Tuesdays and Thursdays at noon EST on the MagicMethod network here.
Like what you just read? MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here.
Maureen I agree, D. Well, that's it for tonight - thanks for coming D! Email your questions!
Denyse Diem agree to disagree, I always say!
Denyse Diem I mean anyone who doesn’t like what you have to say. It's just your opinion - they dont have to agree!
Maureen Oh - yeah, I agree. Me too - sometimes I am so full a' myself!
Denyse Diem people tend to have a hard time getting over themselves! including my self at times i must admit!
Maureen Who's that? Chat is definitely ginky tonight...
Denyse Diem I think if they can't take the direct approach, they need to grow up or get out
Denyse Diem yeah - I hope to live in CA for some period in my life. Didn't think I would be traveling like this tho....have to source a new job for my hubbie! LOL!
Maureen There are some who don't like what I say (or how I say it) Denyse - as you get more into this community you will find out...
Maureen I love Texas! And CA!
Maureen That's right there is-when I first started sourcing my two biggest states for customers were CA and TX. Consequently they ARE big states but still I think that says something...
Denyse Diem do you get into trouble? LOL! I hadn't heard of any - now I want to find out! LOL!
Maureen Dallas is a beautiful city.
Maureen In Dallas traffic? A 45 minute commute each way? NO THANKS!
Denyse Diem there is so much work right here in Dallas
Denyse Diem I agree M - the thing is - I would do it to see what the haps were in the medical world to create a niche for myself in sourcing in that arena - but the cummute is 45 mins each way....no thanks
Maureen I don't suffer foolishness well anymore. That's why sometimes I get into "trouble" here on the boards...
Maureen I know I sound hard - I am!
Maureen Don't be fooled- he coulda' been playing you. The fact that he understands what a sourcer can do for his org leads me to think he may not be so green...
Denyse Diem that or stressed....didn't ask me a single question! I led the entire conversation - they sounded to desperate
Denyse Diem The recruiter who called me was very green.
Maureen Sounds like a grinder.
Maureen IF you can phone source you don't need any of that noise...
Denyse Diem I've seen this job posted for several months - looks like a grinder
Denyse Diem but it sounds like they want me to build their pipeline of candidates...
Maureen Be careful - there are some characters surrounding us - some sharpies who understand what value we bring to the table and will try to "lure" you w/ promises...
Denyse Diem so they have certain needs for certain specialties - ..yes, that's right...sorry I'm fading
Maureen Oh. And pay you a small salary w benefits and then something on the if-come. I see.
Denyse Diem opps - the day the doc starts the job
Maureen I don't understand...
Denyse Diem on site - sorry - they want me to be at their location near dallas.
Denyse Diem small salary w/benefits, comission only start the day they start the job
Maureen? What do you mean on sight.
Maureen How are they offering to pay?
Denyse Diem I was just offered a job to source for physicians only. On sight only tho.
Maureen I think there are and I also think we're just scratching an itch...
Denyse Diem I bet there are many applications for your sourcing that we are just not thinking of.
Maureen I DID deal with characters. That's a good way of saying it.
Denyse Diem no wonder you prefer the telephone! LOL!
Maureen No - Mergers and Acquisitions but I could see application for marketing and advertising
Denyse Diem bet you had to deal with some real characters
Maureen I charged 12% of the sales price as a commission.
Denyse Diem M&A = marketing & advertising?
Maureen Yes - good way of saying it.
Maureen Busienss intellignece (M&A activity)
Denyse Diem so you were a broker for small businesses then? is that a good way to look at it?
Maureen Good question. I have always thought many people could use sourcers.
Maureen All types - usually they had gross sales up to $5-10million - occasionally higher...
Denyse Diem who else uses sourcers?
Denyse Diem do you prefer one to the other?
Denyse Diem wow - what type of small business?
Maureen When I first started- recruiters - nowadays it's pretty evenly divided.
Denyse Diem so I had asked before so being so ruding interrupted...what entities yield the best jobs for you - recruiters? Hr depts?
Maureen So THAT'S why my head isn't in it. I could tell some real horror stories...
Maureen Me neither...
Maureen I sold small businesses for 22 yrs - you think it's hard to make a placement? Try selling a busines to someone nobody will hire - that's WHO buys small businesses many times!
Maureen No I only do phone banks when I have a need to penetrate a company for specific names...I don't data mine any longer though when I first started sourcing I spent many nights doing just that because I did not know what I was doing - it was a terrific learning ground for me...
Denyse Diem so do you just data mine even if you don't have an immediate need for a name - during the holidays I mean?
Maureen I don't want to have to develop relationships with people - the warm and fuzzy thing - I just want in and out - I enjoy the sense of completion a job started and finished in a few days gives me - placing requires months and months sometimes of sitting on pins and needles - who needs that? I'm not into any of that anymore.
Denyse Diem here=hear LOL! good lord!
Denyse Diem do you ever here of openings since you have good relationships with recruiters? And who are your major customers - recruiters, stand along company with an HR person needing help? WHo are the best folks to target?
Denyse Diem but you were at one point?
Maureen My head is not there.
Denyse Diem what's your personal reason for sticking to the sourcing end?
Maureen Doing placements is a whole different ball of wax...my head is not there anymore.
Maureen The thing they don't get is that I DON'T WANT TO DO PLACEMENTS.
Maureen I have never placed anyone. I get criticized occasionally for not doing so - people tell me I could make so much more money doing placements...
Denyse Diem so you never try to place people? Just the names? Can I get an idea of how lucrative this can get as opposed to placing someone with a commission - actually, that may be a topic of discussion at some point
Maureen Holidays and holiday weeks = Very valuable time!
Maureen I always use holiday time to my advantage - holidays are great -for instance, many people go on vacation in a week that holds a holiday - and some of these will leave VoiceMail messages with valuable information on them when they combine one day of holiday with two weekends and four more days in the week to be away for a total of NINE DAYS with using up only FOUR vacation days! See how that works?
So while they're away for those nine days they leave valuable info on their VoiceMails..."I'm on vacation - in my absence call..."
Denyse Diem re phone banks - do you usually use holiday time to call into companies
Maureen Sharib Yes and No, this isn't the only Magic chat. There are two other chats on the MagicMethod network – Tuesdays and Thursdays at noon EST. Here.
Denyse Diem no - the magic chats....this is only the one here right? at midnight I mean? do you have chats elsewhere?
Maureen It's an idea...maybe those who read this may want to offer their ideas on the subject...
Maureen These chats D? You feel that way about these chats?
Denyse Diem I wonder if instead of posting the chats, you just post a summary
Maureen No phone banks this weekend.
Denyse Diem it's a little frustrating reading through chats with all the banter, etc., I must admit. You have to read through a lot of conversation to get to actual points
Maureen ALOT of people feel that way abt recording themselves - and it's even worse in sound - Animal has a hard time getting people to participate ont he Animal show because most people suffer mike fright... I know this to be true because one of my best sourcers comes out of the radio business and she says it's a common fear in broadcasting school...
Denyse Diem so let's get to some meat then, shall we? did you call a bunch of phone banks over the weekend or were you too busy with the FL trip?
Denyse Diem can't wait! Thanks for always trying to make it better!
Maureen It will be much smoother - much easier to read I think.
Denyse Diem okay - i'll pose my question/favor in a email to you then if you don't mind.
Maureen I am in the process of revamping the delivery of Magic - you will be very pleased with the new format I think.
Denyse Diem I hate having my words recorded! It's just a personal thing! lol!
Maureen The longer lessons were sent to you in word so you can open, print (or copy) and read away from the 'puter.
Denyse Diem by the way - is this going to be posted as well?
Denyse Diem a lot of folks who can't attend b/c of work might be reading these tho...hard to choose
Denyse Diem so don't get mad but last two weeks were a total blur and I still haven't been able to get to opening the first module. I didn’t notice that there was a note that the material could not be copied. I have a question or a favor to ask....
Maureen Many people like to read these chat logs - I am thinking about changing these chats to allow only PEOPLE WHO ATTEND them to be able to experience the chat - in other words - NOT make the logs available to EVERYONE – maybe only to those who attend regularly and registered MagicMethod students. It’s just a thought at this point. I think it would really improve attendance and participation.
Maureen The ning chat does that but it does not allow to create a legend - this one will tell you how many are online but I guess Jason forgot to turn that function on when he switched from the ning chat tonight...ning chat tells you WHO is online as well - but it has no legend function...
Denyse Diem Last time we were here there was some sort of counter that said how many folks were online and who many admins.
Maureen I know what you mean - chat seems "sticky' tonight - is it for you?
Maureen Who knows D there may well be...no way of telling...
Denyse Diem I wasn't sure I'd have the energy to make it tonight - long day
Denyse Diem oh- i misunderstood - I thought you said there were 16 of us here
Maureen That's okay. Have you done phone banks since you started attending these classes?
Maureen D I can't see who or how many is online so it may be just the two of us...
Maureen It's more like a sales approach and for most people - sales is the LAST THING they want to be doing! I think old school recruiting may have attracted more sales types than administrivia types which what recruiting seems to suffer with today in many respects...
Denyse Diem yes M -I see your point
Denyse Diem Anyone else here want to chime in? you mentioned things we can do on phone banks or at night that would be good to get information in the chat description...anyone here call phone banks at night?
Maureen It's a FAR DIFFERENT approach - far scarier for most people to approach someone who the likelihood is (80% or so) that they're NOT LOOKING for a job! In fact many times that's what the truly passive candidate says many times - first thing out of their mouths!
Denyse Diem then the questions begin...how did you get my name, etc...
Maureen Yes - Lou.
Denyse Diem I've heard that name come up a lot - is that lou adler?
Maureen Very FAR CRY from "This is so-and-so, we have an open position and we identified you hoping you might have an interest in our open position..."
Maureen "This is so-and-so, I have your resume before me..."
Maureen yes you have to call the candidate D BUT THINK what that call is like...
Maureen BUT the trend makers have taken notice - I see guys like Adler giving it alot of attention and because he gets a pretty high profile (at least on ERE) things are changing...
Denyse Diem Maureen the Sourcing Evangelist
Maureen It's still very true today. I set out to change that. It's changing but very very slowly.
Denyse Diem but if you rely on the boards don't you eventually have to call the candidate???
Maureen It's what got me active - Abt 4 yrs ago I read an article on ERE by Dr. John Sullivan - he said many recruiters and most hiring managers don't know what sourcing is. I was stunned.
Denyse Diem who can share - sorry long day= typos
Maureen I think old school knows what it is but the last generation (last ten yrs or so) have come up relying on the boards and the Internet and because it's less "pressure" to do things on a keyboard that doesn't push back at you many have never learned the ability to work the phone like it was once necessary - make sense? Anyone else have any ideas?
Denyse Diem are there any recruiters here who share?
Denyse Diem I think that many dont want to share the commision or don't see how they can increase their revenue with a sourcer
Denyse Diem 95% of the recruiters I network with to learn more about the industry are stumped by what I want to do as a sourcer!
Maureen Good question D. I DON'T KNOW. Beats the hell out of me. I have my suspicions though...
Maureen I suspect. Maybe he can clarify that - he probably has and I wasn't paying attention...
Denyse Diem why do you think that most recruiters don't know what sourcing is or rather that sourcing is its own industry
Maureen GREAT recruiters can phone source. But, as in all things, few are great. It's one thing that contributes to greatness though, I strongly believe...Bill Vick says - ALL Big Billers use sourcers on the front end! Not sure how it's broken across phone/Internet but I SUSPECT a good number use phone sourcers.
Denyse Diem but that was many moons ago
Denyse Diem in the past I did Executive Dev. at a large financial institution in NYC and the previous to that some recruiting with Manpower
Maureen Then you ARE a phone sourcer!
Denyse Diem yes, for my self at this point.
Maureen For your own recruiting efforts?
Denyse Diem getting back into recruiting that is...
Maureen You probably do your own sourcing right?
Denyse Diem interested in getting back into it
Denyse Diem I'm taking some liberties I suppose - I will be a telephone sourcer
Maureen You also do recruiting?
Maureen Denyse - how long have you been a phone sourcer?
Denyse Diem you are a motivating teacher!
Maureen I'm going to write an article about cultural sourcing -I'm collecting information from anyone who wants to submit any - one subject will be how important it is to understand what time it is where you're calling - Hong Kong is what? 13 hrs ahead of us?
Denyse Diem Hello folks, my name is Denyse Diem and I'm a Telephone names sourcer/ Researcher - some recruiting here in good ole Dallas, TX
Maureen Denyse - you are really an avid student - you enjoy these chats? Yup, it's 12
Denyse Diem okay - so it's midnight at your part of the world!
Maureen Thank you for attending the Saturday night MidnightMagic chat -would you all like to introduce yourselves?…
thenticity. My friends, rarely has someone been so transparent in his quirks, been so effusive in his passion in our trade, and so in love with candy, wife and gaming ... but within it all ... a love for his fellow man. He identified the 9/11 perspective, one I share ... a crisis which taught lessons. We found the inner core of what drives this business for not only successful people but also successful human beings. Jeff is one of those successful 'human beings' because he has been shaped, by circumstance, to view his own personal mortality. Even so ... its also part of who Jeff truly is as a person to pull himself forward, look his client in the eyes, and be driven to know what he can do for his fellow man. He is the embodiment of the reality our friend Steve Levy often speaks of ... the People skills 1.0 few people pay mind to, preferring a run from basics and onwards to all things 2.0 We know that without people skills 1.0 we have fads and gimmickry. In Jeff, we have someone who can count 1.0, 2.0 and so forth and having lived them before they were terms. A 'people' person in a people 'industry' - imagine that. Jeff reflects the conscience of Industry Leader, Don Ramer and his themes of bringing empathy, transparency and love to our passion for humanity and I am esteemed to have observed this in his own words. We have authenticity as a driving force in a veteran recruiter like Jeff, not for love of dollar alone, but for love of looking in his reflection and valuing what he represents. It matters to Jeff, it matters to me and it should matter to all of us. It isn't a value that is fait accompli in this industry regretfully. I see talent in Jeff, his colleagues at the office do as well. but today my friends, it is important all of you see it as well which is why I take great pleasure in introducing a valued contributor to our community today.
Meet Our friend .... Jeff Newman.
Jeff Newman, Senior Technical Recruiter at Genesis10
• RecruitingBlogs Profile
• Linkedin Profile
• Office Email and Personal Email
• Office Number: 212.688.5522 ext. 20
Q&A with Jeff Newman
Six Degrees: Tell us of your home world.
Jeff: One of my strongest recruiting traits is that I really am not much of a game player. I am the same guy at home, as I am talking with a candidate, talking with a peer or making friends with someone in Human Resources. My essence, the core of Jeff Newman, is to take everything with a smile, good and bad, and remember that this too will pass. I do this at the office, at home and occasionally at the Gym (to know me is to hug me).
I am married 11 years as of January 18th. The key to my marriage is communication, being friends first, and nodding, leaning forward, and looking right in her eyes while saying “I agree”. It is kind of cool that that works in Sales relationships too, eh? Senda is my wife’s name and she is an MSW/CSW who specializes in HIV/AIDS. She works as a Senior Social Worker for St. Mary's in Harlem http://www.stmarysharlem.com/jsp/. I figure that her good work might make up for some of the things I've done while, what’s the word the hardcore ethicists use now, “rusing”? When I started, we called it Pirating...kinda like the folks in Somalia but without the heavy weaponry.
Most important in my home life is the fact that Senda knows that recruiting often has lot more failure then success. We get hung up on more then we get to hear “AWESOME, I have been WAITING for someone to call me at work who I never heard of!” I had a boss once say to me that this is a Business of Failure. What do you call a baseball player who only succeeds three times out of ten? Very rich.
The trick is to try and take that home as little as possible. At least in NYC, non-corporate side recruiters (especially in IT) are looked at better than muggers but still worse than building contractors, in terms of social status. You can't behave like that or you will start to believe you are that. Most of all, you cannot take the fact that out of 75 calls you made that day, 70 amounted to nothing. You take home the 5 that were successful and leave the negative ones in the office.
I also am the pet human of 2 of the coolest cats in the world. Cleo has had Senda and I for 11 years, she is all black and she has had us since she was still taking milk in the bottle. She likes to lie in our bed and she sleeps with us every night. Goofy, our tabby, is about 2 years old and he is chock full of energy. Senda taught him how to play fetch with toy mice and he can do this for hours on end. He and Cleo are not the best of friends, however.
Six Degrees: Tell us about the after-hours version of Jeff Newman
Jeff: As anyone who has spent more then 10 minutes with me will tell you, I am quite unusual. If I was richer, they’d call me eccentric and I’d be on the front page of the NY Post. I feel that you can never have enough knowledge, learn enough things, and or try enough new things. I try to keep my span of knowledge broad, even if just to use as tidbits when forming a relationship. I genuinely am interested in everything from Punjabi cooking to the history of the Baltic republics.
One thing unusual in our house is that we don't own a television. We watch DVDs through the PC and all the major networks post their shows through their websites so we don't miss much. At then end of the day, I think we only watch Lost, Fringe and 30 Rock, anyway. We watched the Presidential Debates streamed live through MSNBC.com and Meet the Press on the treadmill at the Gym.
With the rest of the time, we talk, we read and we go out with friends. We'll play board or card games together and PC Games alone. My wife is an Everquest addict, she has been playing since 1999. In fact, I'll often call her by her EQ name. I'll pick up a new PC game every so often, from Spore (which stunk) to anything by Paradox Entertainment.
Senda and I are also big Science Fiction fans, especially with Star Wars, but not limited to that. We go to I-Con every year and other Sci-Fi conventions when they hit NYC. As a Technical Recruiter, I have often made great connections through this world. Between us, I'd still be involved even if I was hunting for Admins. If that wasn't enough, I am also a StumbleUpon fan. If you are unfamiliar with that, check out the site. Make sure you have a good block of free time and don't say I didn't warn you.
One more thing that I think really is important to understanding me is that I have Multiple Sclerosis. Go figure: I survived 9/11 yet was diagnosed shortly thereafter with MS. Nothing gives you greater focus and better understanding of whom you are that having a challenge of that nature. I usually don't mention it, or make a big deal about it but in terms of recruiting it has been very helpful. I can empathize and understand much better the unique challenges that everyone faces, even if I have never walked in those shoes. And it really does make for great stories.
Every candidate has different and unique needs and helping them get through often means the difference between a placement and a turn down.
Six Degrees: How many years as a recruiter?
Jeff: I have been an Staffing Firm side recruiter for 10+ years. I have always done technical/IT staffing, through the good and bad times. I have never hesitated to place a different skill set if that was what the client wanted from me however. In recruiting you can specialize but you should never limit yourself.
Six Degrees: How did you get started as a recruiter?
Jeff: Ahh, I wish I could say I was embarrassed to admit it, but, another thing that people who know me will tell you is that Newman doesn't really get embarrassed much. I graduated Columbia University http://www.columbia.edu/ in May 1998. I was married for 6 months and had spent the majority of my college career enjoying myself as opposed to studying. I had no idea what I wanted to be when I grew up but I knew I needed a job. I sent out 200 plus resumes.
A Technical Recruiting firm, Recruit Dynamics, had called me in because I had JAVA on my resume. I had JAVA there, because I was pumping that resume as much as I could, and once I had read a book on JAVA. They had a 6 month contract in Rochester, Minnesota for an entry level programmer. I replied that I really wasn't a developer I had applied for the recruiter role. You know, the one with no experience needed.
The lady who brought me in came out and said the boss would meet with me, but not until lunch. It was about 8:30 AM at the time... I said no worries and was it OK if I waited here. I waited 6+ hours, to finally interview with the President of the firm. After an hour or so, he said, “Jeff, you know nothing about recruiting, in fact you know nothing about business. I do like the persistence of someone who will wait hours for an interview. Let's try it for 30 days and see what happens.”
The irony is what kept me in the office wasn't truly persistence. It was the air-conditioning, free coffee and a bunch of magazines. I had no money and no place else I had to be. That's why I stuck around. 10 years later. I think it was a good decision.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Jeff: For me, it was the Death of COBOL following Y2k. For the year leading up to Y2K, COBOL developers were naming their rates. People who had taken a class in COBOL in 1978 and had been driving a cab ever since, were getting high paying contracting gigs. Everyone needed COBOL/MAINFRAME experts, they were paying for them through the nose and you couldn't find one not booked up to save your life. It was fun, the money was great, and I was very busy. Then came January 1st, 2000. The world didn't end, the machines stayed A-OK and I had to fire 50+ contractors. Developers, who a year ago wouldn't take your calls, were calling everyday. There was nothing we could do to help any of them.
This taught me two very important lessons. First, it said don't focus your recruiting in one area or skill set. Diversity is the spice of life and to spread out as much as possible. The second thing it taught me was to keep your skills cutting edge or you could wake up one day and find yourself as obsolete as a Blacksmith after the invention of the personal automobile.
A close runner up is the .Com bubble. The lesson I learned there was do not take commission payments in stock. Speaking of which, if anyone is interested in shares of Flooz, I have PLENTY!
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Jeff: I cannot name one specific person who I model myself on, but I have taken many different pieces from people over the years. The Big Boss at APS-Botal was a guy name Steve Sayetta. He had arranged for me to attend an 8 hour NYATS seminar. I complained as it was really focused on Admin recruiters and I only did IT. He said, “Newman, if you learn one thing, it will have been worth the time you spend.” I really believe that and have applied it to my recruiting career. I have worked with some amazing people over the years. TK Sheridan, Tom Sheridan and Paul Sheridan at E-Claro taught me the basics of the industry, from how to calculate a bill rate to the best way to close off a call without hurting someone’s feelings. Peter Elia, from APS-BOTAL (now Infinity Staffing), got me to better appreciate the importance of details. Peter is also one of the best relationship managers out there. He was also the best boss I ever had, because he had served “in the trenches” and knew what it was all about. Darren Greif, the IT Staffing Director from the Bachrach Group, is the best closer you have ever seen. He could see all the problems in a deal that would need to be gotten over before anyone else. As a manager, his policy of helping you to do better without interfering with what was working was amazing.
Lately, I have been introduced and begun working with Steve Levy. I had read his blog, seen his comments on recruitingblogs.com, his blog and ERE and then I got to meet him in person. At first I was a bit star struck. But then I got to work with him and I thought, “And I got all veklempt of this?” Kids may admire and want to emulate sports heroes and guitar wizards, but since I started reading their works, for me it has been guys like Glenn Gutmacher, Shally Steckerl and Steve. What I have learned from him has just been fantastic.
I try to learn as much from everyone I work with as I can get. Your talents can only get better through knowledge and practice. [I had other things to say about Steve but he knows where I live and work]
Six Degrees: Tell us about your day in the life at the office
Jeff: Well, right now I am with Genesis10. Genesis10 is one of the largest privately held business and IT staffing firms in the nation. The company was started in 1999, and has grown, on average, at a rate of 44%. One of the main reasons I chose to join Genesis10 is founder/CEO Harley Lippman. His bio really impressed me. Every company is a sailing ship and much can be told about how it will travel if you know her captain.
Personally, I am a senior recruiter on a team dedicated to supporting one client in midtown NYC. The client has an awe inspiring need for excellent developers, especially in C++/UNIX. The process is one of the most difficult hurdles I have ever seen candidates need to get through, including two technical screens, a code review and then a final interview. It does ensure that our client is only getting the crème de le crème of the industry.
This was the first time in about 6 years that I have ever been just recruiting, as opposed to a full desk. It is also the first time since the start of my career that I have been just supporting one client. With Genesis10's depth of resources and it's commitment to providing the best people, both technically and personality wise, I feel very comfortable in this role. It was an adjustment for a bit however.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Jeff: I am mainly acquainted with the firms in NYC. Our business, especially in IT, all seems to be 6 degrees of one another. I have heard buzz about many of the firms in our sphere, good and bad. Recruiters and sales people tend to gossip. Based on my second sentence in this paragraph, I will go with discretion being the better part of valor.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Jeff: The way you can wake up and have the market give you a surprise, I'd be uncomfortable guessing anything at this point. I don't just think our industry will change, I think the United States is changing. I couldn't even hazard a guess as to where we will be in a year. To quote myself from above, all you can do is “take everything with a smile, good and bad, and remember that this too will pass.”
Six Degrees: What is your next career goal? What do you need to do to get there?
Jeff: While at the Bachrach Group I helped to train a number of Junior recruiters. This was one of the most satisfying experiences of my career. It was a talent I didn't know I had and I really enjoyed it. At some point, I'd really like to be able to that again. Past that, I'd like to retire at 50 but if you look at my 401k.... To get there, you just need to work hard and get lucky.…
fferin Grove Park and volunteer within the parks and communities movements in Toronto.
• Office/Cell Number (O) 416-530-4271 (C) 647-226-9322
Geoff Webb has over 10 years of experience with Recruitment and Resource Management with some of the top consulting companies in Canada and the United States --- "Geoff is Canada's Most Connected Recruiter".
In addition to his sourcing expertise, Geoff specialties include: Recruitment, Resource Management, Training and Coaching, Career Transition, Health Services and Privacy.
Q&A with Geoff Webb
Six Degrees: Tell us of your home world.
Geoff: I live in Toronto with Michelle (we’ve been together now for over a decade), we have two daughters Inanna is six years old and Dara is two years old, we currently take care of three cats, a cockatoo (named Cookie) and a dog, wow, we really have too many pets.
Not only am I a Master Sourcer, but I’ve been involved in Canadian politics for over 20 years, in that time I have worked for two Prime Ministers, one Premiere and a number of Members of Parliament. As well, I was once held by the Secret Service at the White House (it wasn’t my fault I swear). I was there on a school trip, a friend threatened to burn down the building, I got taken in for standing beside him (such an idiot). I am currently very involved with the Parks and Communities movement in Toronto, where we try to focus communities around urban park spaces. If you want to see a great model for an urban park check out www.dufferinpark.ca - we rock. When we’re not volunteering I like to spend time with my two little girls, we hang out a lot with friends in the parks, but also like to go rock climbing, we are all avid rock climbers (so if you know of any good rock, I’ll climb it). Currently my eldest daughter and myself are trying to figure out if it’s possible to build a zipline in our backyard
Six Degrees: How many years have you been in the staffing industry?
Geoff: started out in recruiting at Parachute Community employment centre in 1989, so I have been in the staffing industry for wow, for 20 years now.
Six Degrees: How did you get started as a recruiter?
Geoff: Funny story actually. I didn’t want to be a recruiter. At first I went to theatre school and aspired to a career as a Stage Manager. I’ve always had an artistic side of me, however, after about three years of Theatre School I decided that I really couldn’t stand actors and that might get in the way of a career.
So I went to work for my friend Tim McVegh who ran a community employment centre (Parachute, named after “What Color is your Parachute”). My job there was to assist underemployed youth in the Regent Park area of Toronto to get on-the-job skills training through a Government of Ontario program called Futures.
That got me hooked so I worked my way through school and got my certification in Human Resource Management. When I did the course I thought that I wanted to be in Training and Development, but during my coop I ended up working for Canadian Tire as a Staffing Assistant.
Now this is where it got really interesting, growing up my father was a professor of cognitive science at UofT and so we had a lot of computers around the house. I got the job at Canadian Tire because they were implementing a new ATS called Restrack Hire (which eventually became Taleo) and I understood both the HR world and the technology world, and Canadian Tire was the first company in Canada to implement the system.
My role was to work as a Jr. BA on the implementation. Through that process I became very interested in Recruiting and started to assist on some of the Campus recruitment initiatives. And that’s how I got started in Recruiting. Since then I have mainly focused on Technology hiring because I have a love of Talent Acquisition and Technology.
After Canadian Tire I worked briefly for a year with a Technology agency called Ian Martin IT, until the VP and a good buddy Craig told me that he didn’t “want to hold me back from something better” (no Craig Silverman it wasn’t you but I love that line).
I then spent the next few years working for Computer Task Group on the IBM account as an RPO recruiter, this gave me the opportunity to manage recruiters as well as move my young family to Vancouver for a year…since then Vancouver has been our second home. It also gave me the opportunity to meet some really great American recruiters and learn the phrase “that dog won’t hunt”.
After deciding to return to Toronto I worked for Xwave, Cognicase and then CGI (where I briefly delved into the world of Resource Management). After leaving CGI in 2002 I started to really become interested in the Candidate Generation or Sourcing side of the business. So I started my own company and with the help of my friends at Head2Head worked for companies such as T4G, Microsoft and Tucows (thanks guys).
I then did a pure sourcing gig at Intuit for two years where I had the great pleasure of working with some of the best sourcers in North America under Traci Wicks (who btw rocks). I also got to attend the first Sourcecon and really started to delve into my community of peers. I am currently working with Hewitt Associates on the Central Sourcing team, again, I am very lucky to work with such a dedicated and smart bunch of folks under the inspired leadership of Chris Gould and Cynthia Wehrenberg.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Geoff: I can remember the day when the sourcing world really opened up for me, during my stint at Microsoft Canada I sourced and recruited for the Enterprise Services team. Let me say that it was a challenging assignment, as you had to find people that not only excelled technically but also were prepared to go on the road 80% of the time. We were using all the usual channels at the time, however, one day I was having lunch with a couple of the folks who were Technical Evangelists, and they were talking about the Microsoft Developer contests that were going on. It sounded both interesting and a lot of fun, so I inquired further about, well, what the heck they were. At the end of the conversation I was dumbfounded to find out that we already knew most of the best talent out there through the contests, but no one had thought to connect the contests to Talent Acquisition, and that’s when it struck me, everything can be about recruiting. You just need the proper recruiting ecosystem in your company. That’s when sourcing became really interesting for me, the more creative the approach the more exciting I get about it…and over the years I’ve done some crazy things, set up hotdog stands across the road from competitors, rode the elevators looking for contacts, crashed conferences to meet with developers. But I’d have to say that was a defining moment for me.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Geoff: you know I can’t say that I have any one mentor, however I have to give props to some folks for really opening my eyes to the sourcing world and community based recruiting.
A big prop has to go out to my friend and mentor Traci Wicks at Intuit, Traci really taught me two valuable lessons 1.) that online communities are great but always need to be supported by direct human connection and 2.) your sourcing strategy no matter how complex should always answer the question “how am I going to move this person from a prospect to a hire”. I will forever carry those lessons with me.
As well, Leslie O’Connor gave me the opportunity to connect with so many people that share a common passion for sourcing through the Sourcecon venue. I owe many of my relationships with my fellow sourcers to Leslie.
Speaking of community builders I would be remiss in not giving a shout out to my fellow Torontonian Jason Davis, Recruitingblogs has been a great place not only to connect to the recruiting world but also to see how vibrant online communities can be created and maintained. Also huge shout out to all those sourcers and recruiters that I connect with regularly to share ideas…unfortunately to numerous to all name here.
Six Degrees: Tell us about your position at Hewitt:
Geoff: Currently I am a Sourcer on the Central Sourcing team at Hewitt Associates, I work on a team of seven sourcers under the direction of Cynthia Wehrenberg, besides my everyday sourcing duties of finding the best and brightest of the HRO world I also work on researching and evaluating new sourcing tools and technologies and then showcasing those technologies to the team. Further I am involved with the team building out the Hewitt social media strategy (with my good friend the brilliant Michael Marlatt), an opportunity that I am very excited about.
I am extremely proud to be working on a sourcing team that has come so far so fast, in six months we’ve really become a force to be reckoned with in the Sourcing world, I would put us up against any sourcing team out there today, yeah, I mean you - bring it.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Geoff: Wow, so many, however, if I had to pick the top three I have always admired the work that Marvin Smith has been doing over at Microsoft, building Talent Communities that are true self sustaining and self propagating. I also really enjoy the work being done by Chris Hoyt and Amybeth Hale over at AT&T around the integration of their social recruiting elements, and last but not least I am a huge Josh Khan fan, he’s both a cool and very smart guy and understands that not every tool is made for every job.
(B) In what aspects are they superior?
Geoff: you know in all these cases including Hewitt, I am highlighting companies that are daring to be different, to push the boundaries of traditional Talent Acquisition, to really delve into social recruiting, daring to make mistakes and learn from them. I have a lot of respect for any company that puts themselves out there and is prepared to make some big OOPS. Another very important lesson that I learned at Intuit was if you aren’t making mistakes then you’re probably not innovating. In all my favorite companies I see a lot of innovation in our space.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Geoff: Hmmm, let ‘s see, Job Boards, yeah, they’re going to replace Third Party Recruiters…wait, wrong decade. No, seriously for me it’s got to be two things, 1.) the emergence of social media, and when I say that I don’t just mean Facebook, Linkined, Twitter, I am thinking beyond that with Diigo and Del.i.cious and other social bookmarking sites like Stumbleupon, I am talking about blogs, widgets, anything that can tell me more about you as a person other than your resume and can allow me to connect with you as a person more fully and 2.) (this is me Faith Popcorning a bit here), the fact that the future of Sourcing will be less about resumes and more about the content, I as a Sourcer I will be more interested in what you demonstrably know than what you have written on your resume.
Six Degrees: Tell us about your broader involvement within the staffing industry:
Geoff: Granted I haven’t been a huge conference attendee (probably that long trek across the border), however, I have religiously attended both Sourcecon conferences and have attended Recruitfest and RNG here in Toronto. I look forward to the day when Canada can say that we are in the Talent Acquisition conference game, I hope that day will come soon.
Six Degrees: Can you detail how the recession has affected your particular industry niche?
Geoff: I have been very lucky not to be a member of the unemployed up to this point during the recession. However, I know many of my fellow recruiters and sourcers that were downsized during the recession. To try to combat some of the effects of the recession in Toronto we started a monthly meetup of recruiters, hoping that the direct connections that we make will entice folks to help each other seek clients, new gigs, contracts, whatever they need.
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.
Geoff: Well, let’s see, the last time I was looking for work I started a Facebook group and called it “Help Geoff Webb Find a Job” and invited all my “friends” to the group, I would then keep them updated about my job search status, I also run a number of social networks for Canadian Recruiters and have invited my Linkedin friends to a Ning group called “Friends of Geoff Webb Worldwide”. I help to run the Sourcecon Ning site and I am a regular contributor to Recruitingblogs.com. I also have one of the largest Facebook networks of recruiters on Facebook - all these media allow me to stay in touch with my community and share information with them. As I stated above I am also the organizer of the Toronto Recruiter Meetup and I am often called upon by community groups in Toronto to set up their online social media. I would start my own radio show, but Animal has that covered.
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?
Geoff: Don’t ignore people, and be your authentic self. The best way to tick people off is ask them for something and then ignore them when they come calling to you. I try my best to answer every wall post, every Linkedin inquiry, every Tweet that I get, otherwise, I’m just another avatar out there. As well, do “pay it forward”, helping someone today can often become an opportunity of tomorrow.
Six Degrees: What is your next career goal? What do you need to do to get there?
Geoff: I’m torn there…on one hand I would like to be the Talent Community Manager, and work within social media to grow and enrich Talent Hubs or Communities by providing interesting and rich content but also introducing an element of the human touch, I don’t have it all figured out yet, but I’m learning. I could also see myself as the Product Manager for the next killer recruitment app out there, again, not there yet, but I’m learning.
Industry Recommendations for Geoff Webb
“Geoff and I worked together at Intuit, as Senior Recruiters, and then he moved into the Candidate Generation Team. He is passionate about building recruitment pipelines, creating sourcing strategies, training peers in technology tools that increase their ability to effectively use the newest and latest & greatest tools and, last but definitely not least creating new social networks. Geoff is an Excellent Sourcer, with many tools at his disposal and full of ideas, strategies and networks. He brings alot of tools and ideas to the Table and can help a Recruitment Team and the related Business Groups find a good solution to enable them to Hire the right people and talent!” October 17, 2007
Linda MacNeil, Senior Recruiter, Intuit Canada Inc.
“Geoff strives to always look at new innovations in sourcing from a technology perspective. If there is something new out there he is the expert. Geoff also is a GREAT trainer and is committed to training new sourcers so they become successful! When brainstorming with Geoff there are no obstacles always solutions. Thank you Geoff for being such a committed innovator in sourcing.” August 13, 2007 Top qualities: Personable, Expert, Creative
Traci (TWicks) Wicks
“Geoff managed a heavy recruitment load, and was successful in establishing a user group for Java programmers. He always knows about the latest technology and sourcing strategies, effectively determines technical competence among candidates,, and managed the hiring relationships with ease. He is a pleasure to work with and is willing to share ideas and best practices.” September 10, 2007
Janette Richards, Recruitment Consultant, Intuit, Inc.…