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Blog Post: How to Effectively Use Direct Mail at Each Stage of Your Customers’ Journey: Direct mail is quickly becoming a rejuvenated form of targeted marketing, as one of the most effective ways to communicate with your customers and prospects today. A…; Added by Alicia Walker at 5:04am on October 27, 2021

Blog Post: How to Stay Productive While Staying at Home: Laziness is the beginning of all problems. These problems can be of any time such as health, relationships etc. So we need to produce energy in order to keep up with the world. However, too much…; Added by David Simmons at 2:42am on September 1, 2020

Blog Post: Analyzing the "RecruiterSpam" Problem

Once upon a time, and a beri-beri good time it was, there was…

Added by Nicholas Meyler at 12:03am on March 7, 2014

Topic: Meet Scott Gordon, Vaco's Anti-Pimp, Struggling Vegan with Mantra Power: series please click here. Scott Quotables: "Trying to develop my own Mantra which seems to change every hour of every day." "Working as hard as I can for the shortest amount of time so I can enjoy my life with those I love. I heard a quote that said "Life isn't practice..you don't get another chance..so do what you want when you want before it's over". • Scott Gordon, Partner at Vaco • Location: Nashville, TN • RecruitingBlogs Profile • Linkedin Profile: linkedin/in/scotthgordon • Facebook Profile: http://facebook.com/sgordon70 • Twitter Profile: http://twitter.com/sgordon70 • Your Website: www.TheAntiPimp.com • Personal Email RecruitingBlogs Article Contributions: "How to Tweet Yourself Out of a Job!", "Renegades are the people with their own Philosophies", "How many pound puppies have you hired?" Q&A with Scott Gordon Six Degrees: Tell us of your home world, Scott. Scott: I’ve been married to my soul mate for almost 10 years. We have a small family consisting of 2 dogs and 2 cats and probably several other creatures that I’m not aware off but I’m cool with them too. I played college football for a small school in Arkansas (yes I had to wear shoes) and then played rugby for 7 years afterwards (yes, all of these teeth are my originals). Thanks to self induced brutality I can’t enjoy any sport where there’s not a risk of breaking a bone or getting a few stitches. I was also a member of an opera for 2 major productions. I did it just to meet the girls, I won’t lie. And no, I won’t reveal the cities. You’ll never find a photo of me in any sort of make-up. I’m die hard metal. My iPod will melt your face. Six Degrees: How many years have you been in the staffing industry? Scott: 10 years or so. I lost count. Sometimes I think 13, other times I think it’s been about 7 weeks. Six Degrees: How did you get started as a recruiter? Scott: I was hired by one of my clients from a previous job. I sold advertising junk (pens with your company name, etc.) and my last client at that job asked me if I knew of anyone that might be interested in being a recruiter. I said, “me”. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Scott: My first hire and my last hire. They both continue to motivate me to try harder. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Scott: No one in particular. I’ve been molded by each and every person I’ve ever worked with. The team that I’m on today is the best in the country – if not the world. I’m a fortunate mofo to be able to work with partners that are as passionate about this industry. Six Degrees: Tell us about your role at Vaco Scott: I’m a Partner in a national firm that started in 2003. We’ve been ranked in the Fortune 500 Fastest Growing Companies in America for 3 years in a row, respectively. Best places to work as well as Future 50 Companies for the last 5 years and recently named to the Hall of Fame (of the Future 50). Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Scott: I’d of course say those like Google, Twitter, etc. The ones that I think I’d be most impressed with are those that are using the latest and greatest ways to recruit and retain top talent. There are so many new and emerging companies it can be hard to keep up with sometimes. Six Degrees: (B) In what aspects are they superior? Scott: It’s not about attracting but retaining that makes a company special. Anyone can bullshit someone into to being hired. The true art is getting them to stay when the “going gets rough”. Look at the companies that have come through the most recent recession and maintained the best employees…those are the ones that people should be asking the questions of. (I know…I ended with a preposition…get over it). Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Scott: Social Media is a driving force today. There are a few shining stars and a lot of big dull stones. Something is about to break to separate the true leaders from those that just regurgitate what everyone else has already said at least 10x. Six Degrees: Tell us about your broader involvement within the staffing industry: Scott: I attend conferences where I feel there’s actual gain vs. for the sake of attending to just “get out of the office”. There are so many today that one could stay on the road and a professional conference attendee. Re: speaking – I do speak as often as I can. I believe in what I do and it takes a lot of work to fix what several jack asses have messed up by doing it poorly. Six Degrees: Can you detail how the recession has affected your particular industry niche? Scott: The recession affected everyone. Back to what I said about retaining your best players, if everyone shares the same passion and understands that you have to move forward and don’t have any other options, then you’ll come out “ok”. Other firms made cuts and they were warranted. If you are top heavy, middle management do-nothings and have employees that “make you feel good”, they were cut and deservedly so. This is a job and it should be treated as such. Earn your keep or stay at home. Too many people threw their hands in the air and said “oh well…it’s a recession”…they are now at home watching Oprah and Dr. Hypocrisy…uh…I mean Dr. Phil. 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. Scott: The more information I can provide to my colleagues, the better our organization becomes. I have a goal to share one new thing on a daily basis. 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? Scott: Don’t get lost in your own network. Just because people know you based on your tweets and blogs, don’t forget that you still have a job to do. Six Degrees: What is your next career goal? What do you need to do to get there? Scott: I take each day one at a time. There’s a light at the end of the tunnel but I’m not sure what it leads to. That’s too tough for me at answer.…; Added by Dave Mendoza at 8:42pm on November 8, 2009

Topic: iProfile Founder Joins Broadbean Technology: office to head up North American Software Architecture. Newport Beach CA, 4 June 2010 -- Broadbean Technology, provider of job posting distribution and candidate response tracking technology, is pleased to announce the Chief Technical Officer appointment of Alex Charles, founder of iProfile and a Board Director for the HR-XML Consortium, a not-for-profit organization leading worlwide HR data standards. Charles will work at Broadbean headquarters in London Docklands and will manage the tech department as Broadbean advances forward with proposed global expansion. With the hire of Charles comes the opportunity for the US office to bring UK Technical Director Luke Hopkins on board to lead the growing North American tech team. "The hire of Alex and the transfer of Luke confirm our commitment to be, not only the best service provider, but also the most technically advanced and innovative in our space. Luke was one of our very first employees, he knows the Broadbean product inside and out. What could be better than to have him join our US team in our early stages of growth?” Broadbean Chief Exec and Founder, Kelly Robinson continues, “Bringing Alex Charles on board just makes sense at this time, given his experience and entrepreneurial drive. We expect great things in 2010 and these two individuals will make sure we meet those expectations.” Alex Charles commenced his engagement with Broadbean June 1, 2010 and Luke Hopkins will be moving to the States in July, 2010. Broadbean continues to eye the future with its pioneering vision. Luke shares his thoughts, "As we push in to new territories across the world, I am very excited to bring some of the magic and success we have worked so hard on to America. The American Market holds incredible opportunity for us, so the next few months will prove the value our superior product and service." Commenting on his new role, Alex stated, “What Broadbean is doing now, both internationally and in terms of technical development, is very exciting. I look forward to adding to the value proposition for clients and capitalizing on the fantastic position we currently have in the market.” Dan McGuire, Managing Director of Broadbean said of the changes, “When making an appointment of this magnitude, it is absolutely vital that the candidate’s ambition matches that of the business. I’ve known Alex for seven years and have always been impressed with how easily he combines technology and business. This rare blend of skills and experience, as well as his vision for Broadbean, are very much in line with my own and that of the board. When we created this role we set our sights particularly high and it’s fair to say that there are only a few individuals who could hit the ground running in such a position. Naturally, I’m delighted that we were able to secure our first choice.” About Broadbean TechnologyBroadbean Technology provides global job posting distribution and response tracking solutions to many of the world's largest staffing companies, recruitment advertising agencies, technology vendors, Recruitment Process Outsourcing (RPO) businesses and Major Employers, increasing the effectiveness of online recruitment advertising providing return on investment metrics on job board performance. http://www.broadbean.com…; Added by Rayanne at 8:55pm on June 3, 2010

Blog Post: Using the right recruiting email to recruit

Using the right recruiting email to recruit. Customize the recruiting email each and every…

Added by sheila Greco at 9:19am on August 7, 2012

Blog Post: A Technological approach to People Analytics

People Analytics

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Added by Eli Franklin at 12:21am on January 7, 2020

Blog Post: Schedule Job Interview - The Must-Read Guide for Recruiters and Recruiting Coordinators: According to Rakuna’s internal research, 67% of respondents confirmed that they often spent from 30 minutes to 2 hours on scheduling interviews . If recruiters or…; Added by Ngan Pham at 7:08am on July 13, 2021

Blog Post: People Analytics

When we discuss analytics it is very easy to get lost in an ocean of data, graphs, and reports. Most ERP software or HRIS (human resource…

Added by Steve Hopkins at 6:44am on September 25, 2019

Blog Post: Landing a job in Europe for (Indian) foreigners in Europe