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Blog Post: 2022 HR Trends and Predictions from the Internet - Human Resources, Talent Acquisition, HR Tech, Remote Work: As we embark on another year, we are optimistic on the technological developments and improvements on existing processes in the HR domain. Here in this article, we take a look at all the trends…; Added by Phil Strazzulla at 4:23am on November 1, 2022

Topic: Meet Chris Hoyt, 'Gadget Addict' & Dabbler; Associate Director of Talent Attraction at AT&T: itter link • facebook link • Chris Hoyt's "Recruiter Guy" Blog • Favorite Things: UFC, Music, Fitness, blogging, and French Bulldogs • Email Chris Chris Hoyt is one of RecruitingBlogs.com greatest cheerleaders, however in his day-to-day corporate leadership role, he will tell you he likes to 'dabble' in social media. He is being modest. He isn't merely discussing the social media as a phenomenon, but as someone who is leading its full scale integration within a corporate workforce strategy. At AT&T, Chris and his online personae, "RecruiterGuy" are pushing the boundaries of each aspect of the full-cycle model with a matured sourcing model that likewise integrates search engine marketing and optimization to his candidate development arsenal. He is one of a handful in corporate America who can speak with authority on the topic but here at the RBC Community he has always been that 'one in a million' who lives and breathes passing it forward and beyond for a profession he is passionate about. On a personal level, he is passionate about a great many things, be it his 'dabbling' or his earnest advocacy for charitable causes such as "Bowl for Kids' Sake Event." AT&T managed to raise more than $30,000 to sponsor kids taking part in the Big Brother Big Sister program. In just under two weeks almost $1,600 was raised through using social networks and blog driven communications. Introducing a Social X evangelist and self proclaimed "Gadget Addict" - someone we can all learn from and with ... our Community's friend and evangelist, Chris Hoyt. (Visualize a Kermit the Frog intro clap with Muppet Show Theme Song!) Q&A with Chris Hoyt, aka: RecruiterGuy Six Degrees: As the Associate Director of Talent Attraction at AT&T and a certified HR Professional, Chris I understand you have over a decade of recruiting and training & development experience. You lead the AT&T Talent Attraction teams with a focused concentration on Interactive Recruiting, Candidate Experience, and regionally based strategies. You are recognized as an expert at external recruitment of Occupational and Corporate Management candidates; e-Recruiting; Candidate screening and interviewing; Salary negotiations; Longstanding SHRM Member; HRCI PHR (Professional in Human Resources) Certification; and HTML, ASP, FLASH, Web Development. A lot of "Wow Effect", Chris - but today, we want to learn about what makes this "RecruiterGuy" tick. Chris its time we at RBC learn about your home world. Chris: I’ve been married for almost 15 years. We met in Monterey, CA where she was on vacation with her mother and I happened to walk by a store where she was trying on shoes. I was immediately lost in her. I went into the store and struck up a conversation with that somehow resulted in my helping her shop for shoes for over an hour. When she finally asked me where the cashwrap was I had to confess to her that I didn’t work in the store but was in reality just wanting to take her to dinner. (I still feel like the sales person owes me some major commission!) We were married 7 months later at Lover’s Point just blocks from where we met and now have two beautiful daughters ages 8 and 11. I'd be lying if I didn't say that much of my spare time during the week is spent trying to keep up with the latest trends and technologies that touch our industry. Outside of trying to keep my finger on the pulse of our craft I'd have to say that I enjoy golfing, flying, river rafting - almost anything that is outdoors. At least once a year my family takes a vacation where we try and embark on some sort of outdoor adventure. These are typically wonderful times together but rarely go as planned. Our previous trip to Lake Tahoe was when the fires forced an evacuation of the camp grounds the day we arrived. We ended up spending a week on Pismo beach riding four wheelers instead. Even our last vacation as a family might have been hard for some to deal with as we were rained on nearly the entire week. Problem for us? Not at all... we had a terrific time. Honestly I think we'd be surprised if a single outing went according to plan... Surprised and maybe even a bit bored! Six Degrees: How many years have you been in the staffing industry? Chris: I’ve been doing recruiting or sales and recruitment training since 1994. It wasn’t really something that I’d planned on doing but was something that I found I was really passionate about and as a result of that passion, pretty good at what I was doing. Of course I think that's the way things are for most people... if you're really passionate about what you're doing, and hungry to always improve it - how can you go wrong? Six Degrees: How did you get started as a recruiter? Chris: It's funny... I've never met a recruiter that said they knew from a young age they wanted to be a recruiter. It just doesn't happen that way. While at the time it seemed unconnected, I look back now and every career step to this date just makes sense. It started when I got out of the Army. I’m a veteran of the US Army – B Co. Rangers, 5/21 7th Infantry. My duty station was Fort Ord, CA and when my enlistment ended I had decided that I wanted to stay in California. I started school right away and took the first job offered to me – which was at a leather coat store. Within my first 7 months I’d sold over $1m in leather jackets and apparel so they quickly moved me into management – There's a Peter Principal joke in here somewhere. I’ve always enjoyed networking (translation: gift of gab) and it wasn’t long before the stores I was responsible for were staffed with the strongest sales persons and managers in the district. I soon found myself traveling from market to market to train recruiting and sales teams which later transitioned into self employment, speaking/training jobs and full-time contract recruiting. While I was a contract recruiter with a passion for process improvement it was obvious to me at that point that I wanted nothing more than to try and change the way most corporate or HR departments looked at the recruiting craft. One job led to another and I was recruited to AT&T in 2000 to be a contract recruiter responsible for North Texas. After 7 fun and challenging years I'd worked my way from being responsible for Northern Texas to leading the strategic and tactical recruiting teams across the country. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Chris: My embracing the Internet. I’ve always been a huge fan of networking and making real life connections. But when I really started to use the Internet for sourcing in 1999 it was a breakthrough for me. It was when I managed to gain two hires from digging through a company’s round robin call list discovered Online that I got REALLY excited about how the Internet could be used to change what I was doing. The idea then was the same as it is for me today - the Internet continues to be a powerful tool that can be used to create introductions that otherwise might not occur. Of course the real connection and relationship is up to the recruiter to forge - a high speed modem doesn't build a relationship. It's always really interesting to me how many recruiters or staffing people often miss that part of the puzzle and lately tend to treat the Internet and technology as though they are a complete solution. Being connected to the web doesn't mean you're connecting to your potential candidates. Anyhow... I’ve been pushing as hard as I can in a direction that leverages technology and online initiatives for recruitment and hiring ever since. Six Degrees: Tell us about your role and the staffing organization you oversee. Chris: I’m the Associate Director of Talent Attraction at AT&T. I lead both strategic and interactive recruiting teams and sourcers and have responsibility for our Interactive Recruiting Strategies (SEO, SEM, Social, etc.) various Recruitment Marketing initiatives, our new award winning Career Portal (www.att.jobs), and Job Board strategies. My teams are responsible for the sourcing and attraction of any job seekers for non-contracted external hiring efforts. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Chris: There are some really good ones out there.... but two that come to mind I guess would be Best Buy and Microsoft... I'm a fan of the Best Buy career site because I love the way they’ve embraced social media as a tool for recruitment with video, social bookmarking, and how it seems to be a pretty accurate reflection of their corporate culture. Of course if I'm not mistaken the career section of their site is driven by the Jobs2Web engine. So what I really love is the almost seamless integration of the SEO initiative into their brand. I'm big on SEO/SEM initiatives and think many employers are still too slow to embrace these powerful strategies. I'm still a huge fan of Microsoft's "The Changing Face" site (http://www.youatmicrosoft.com/) and it's because I think it's the absolute best job I've seen of pushing employee testimonials to active and passive job seekers. Microsoft is always a fun employer to watch when it comes to recruitment marketing online but I just feel they nailed it with the YouAtMicrosoft.com site - from the site navigation to the talking Polaroids to the direct contact forms... just awesome - top notch and something to keep in mind when reworking an employment site for sure. "AT&T 'Day In The Life' of a Corporate Call Center employee. Jobs video production by: www.maddash.net " Six Degrees: What is your next career goal? What do you need to do to get there? Chris: I feel that I'm in a place right now that has taken some hard work and dedication to achieve and where it's sometimes overwhelming to take a step back and really take in the scope it's impact. Leading recruiting teams at a FORTUNE 9 employer is as challenging as it is rewarding - and I'm thankful every day that I'm here and able to make a difference. But I'd be a liar if I told you that I'm not always working towards a next step... taking recruiting and employer brand to the next level is my primary focus here of late. I know when people ask this question they often expect to hear a job title or scope of responsibility as the definitive career goal response. I don't think I've ever thought of my career planning in that way - for me it's been about setting an impact goal or evolutionary change to a process as a way to measure effort and success. In this case, I like to think I'm working towards the evolution of how large companies view the recruiting craft and the incredible impact that employment brand can have on various business initiatives outside of just talent attraction. “HOW DOES CHRIS DO IT?” Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals? Chris: Employee referrals continue to be my favorite hiring source. We've seen our employee referrals account for nearly 90% of our hiring in some markets while on a national recruitment level see still impressive numbers of applicants within the 40% range. To be clear however - the real win with employee referrals for any company isn't typically just the volume received. If you ask various companies that have successful employee referral programs or processes in place why they love the programs, I think you'll get solid answers tied to reduced cost per hire and an awareness about the job or corporate culture that most referrals have BEFORE they even come in to apply. Even during times when we weren't offering any rewards to our employee body for submitting referrals we continued to see incredible numbers of referrals in locations we were hiring. When you love where you work and you believe in your company's goals and vision I think you want to share that - and I think our continued success with our various referral channels proves just that. Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer? Chris: Employee referrals are always an awesome source for any recruiting initiatives to compete with. I'd have to tell you though that outside of employee referrals any company would be hard pressed to prove to me that they aren't showing an amazing amount of reduced cost per applicant through Search Engine Marketing and Search Engine Optimization efforts - if done well, of course. While we continue to see trends that show job seekers starting their job searches in search engines and social or professional networks it only makes sense to move initiatives in the right direction. Smart recruiting is like playing hockey in that your goal is to skate where the puck is going as opposed to it's current location. Wayne Gretzky was the person that originally said that about hockey, by the way. As a hockey fan I just love to fit it in whenever I can. Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of? Chris: Our recruiters and sourcers are always on the lookout for new and innovative sourcing and recruitment strategies and tools. Various webinars are attended and as a rule each recruiter typically attends job board and applicant tracking software training courses as refreshers almost quarterly. I think that many of our teams take full advantage of blogs and newsletters from respected sources in our industry to try and stay on top of their game. Of course any chance to attend conferences with classes or sessions hosted by people like Susan Burns of Talent Synchronicity, Michael Marlatt for innovative recruiting trends, or Craig Silverman are always a bonus. It's great when a recruiter comes back from a session or webinar that really carried a powerful lesson or message and see how they share it with their teams. Six Degrees: What recruitment software tools do you use in your day to day recruitment activities; do they translate effectively within all of the different countries where you recruit? Chris: There's a basic answer to this that might be what most would be looking for as a response... Just naming our Applicant Tracking System and any applications we use to aid in search, right? It's no secret that by visiting the AT&T career portal you'll see that we've quite a few of our jobs posted in Taleo. It's also no mystery if you're a reader of my blog or have followed me on Twitter for any amount of time that I'm a fan of AIRS Sourcepoint for some of our sourcing initiatives. These are great... and yes, they're software tools - but they're really not where the true power strokes come from for some of our more impressive recruitment and sourcing. Want to know what the big hitters in our arsenal are? I'll tell you - and you might be surprised. The Yahoo! and Google search engines are powerful when we're rolling up our sleeves and sourcing tough titles. Mobile marketing initiatives like the AT&T Talent Network and our mobile shortcodes are showing really impressive results across the board. But when it comes to asking me what tools we use that really make a difference and if they're making a difference for recruiting regardless of where or who we're searching for... I'd say it's our use of our recruiter's professional networks hands down. We know that relationships and trust are the power behind any good network and we leverage that knowledge daily. Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career? Chris: My first filing technology was Franklin... A huge Franklin organizer with a smaller one to accompany me when I was "mobile" recruiting. Of course back then "mobile" recruiting was recruiting on the road or simply from office to office. From that I advanced to using a word processor and email - and upon the discovery of how to use email folders online I've been in love with the "cloud" based file folders ever since. The strongest tools I had in my toolkit when starting was a handshake, a business card, and the ability or willingness to listen to people in order to find out exactly what they were really looking for or where they might be a great fit elsewhere. When the internet really started to become part of my everyday recruiting activity it was Snap (will anyone remember that?) Webcrawler and Yahoo! although I'll admit that while I knew these would be huge in our industry I wasn't really sure how at first. Of course initially the content just wasn't there to source from like it is today. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Chris:I'm not sure that I expect to individually change our industry at all. I feel like I'm more interested in helping truly engaged recruiters and sourcers to simply think bigger about what we do and the tools we use to get our jobs done. If I can think of a way that a tool like customizable search engines or simple newsreaders can be used to make recruiters more efficient or mobile or collaborative - and share that - I know that it will be expanded upon. There are so many really smart people doing what we do that if given a solid idea or direction we can hope they'll run with it and as a result advance our industry. We see things advance from a good idea into a great practice for many. I think the biggest challenge is encouraging recruiters to find their 'voice' and share those thoughts and steps forward. I get 3-4 emails for every comment found on my blogs. It's fascinating to me how many great ideas or insightful items of feedback I receive that just don't get pushed to me publicly but instead come in via direct email. Think of your favorite social network and how many members it has versus how many truly contribute to the open content found there. Imagine how much faster our passions would develop - how much more efficient we might be - if just 20% more of each network's population chimed in and publicly contributed. Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general? Chris: The most frustrating thing I've ever run into within our industry is when a person or group of people has the unwillingness to think bigger. I want to be clear that I don't fault anyone that truly doesn't have it in them to try and think or operate outside of the box. What challenges me is when I meet a recruiter or manager that could do so much more or collaborate so much more effectively if they'd allow themselves to let go of that old "if it ain't broke" mentality. If we all thought that way nothing would ever change or advance and I'd still be lugging around a giant binder to scribble down names of people I meet. I'd probably venture to say that unwillingness to change or the lack of passion to drive change are probably the most common themes of strategic and/or tactical mishaps involving HR and Staffing organizations everywhere. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Chris: When I run into people that are as passionate about our craft as I am. I'm inspired when I meet people that aren't so hung up on finding new technology as much as taking advantage of existing technology in different ways. It's not often that you run into an Amitai Givertz who can see what today's tools mean for tomorrow's recruiters - and facilitate that in a way that almost anyone can follow. Seeing someone like Jason Davis create a powerhouse social network as large as recruitingblogs.com because he saw a need and ran with it... These are the things that inspire me to keep thinking and moving forward. We need more of these guys - not just more of the great thinkers but the great do'ers. Six Degrees: Anything you want to plug? Chris: I suppose I'd plug the new AT&T Talent Network (http://att.jobs/talent.aspx) where people that sign up receive mobile and email updates about employment news and opportunities with AT&T as well as monthly prizes like Guitar Hero, a Flip Video Camera and mobile devices. VERY cool new program that's in it's second month. I'd also love if people would stop in at my personal blog, RecruiterGuy.net, and take part in the conversations or just connect with me on Twitter or LinkedIn. I love feedback on everything we do and never turn down the chance to connect with someone whenever possible. Six Degrees: How Are You Going To Change The Recruitment Industry? Chris: With the help of everyone else... and one idea at a time. "Dennis Smith from www.wirelessjobs.com stops in on RecruiterGuy for a quick chat about RecruitingBlogs.com."…; Added by Dave Mendoza at 12:12am on March 23, 2009

Topic: Meet Mark Berger, Sourcing Guru, Adjunct Faculty at JobMachine: Invite Mark! An $800 fee in 1979 bought a lifetime of confidence to share with others .... Meet our friend and fellow RecruitingBlogs.com enthusiast, Mark E. Berger. Since 1979 he has been a driving force within the staffing community and his accomplishments have been widely recognized. "Mark has been one of my longest standing heroes and influencers in the business of sourcing. His quiet and humble demeanor exudes an unmatched confidence, while at the same time makes him extremely approachable. From when we first virtually “met” before the turn of the millennium, I have remained a loyal and devoted fan of his work. I can offer no stronger endorsement than the fact that I trust him completely and strive to find more ways in which we can do business together regularly.” December 31, 2007" Shally Steckerl, Chief CyberSleuth & Founder, JobMachine, Inc, (JobMachine.net) I should preface my featured article by letting our audience know that Mark and I are fellow travelers within the sourcing community and that we share mutual admiration of our colleagues Shally Steckerl and Glenn Gutmacher. That said, Mark established himself long ago and independently with his SwatRecriting Techniques - so good that it caught the eye of JobMachine and has since joined us as an Adjunct Faculty member since September 2008. In his role as Adjunct Faculty, Mark conducts online workshops for Swat Recruiting and JobMachine customers, covering many of the topics in the JobMachine curriculum. His specialties inclued demonstrating how to maximize searches on Google, Windows Live and LinkedIn, advanced techniques for finding resumes online, and specialized search engine syntax such as the site: command, intitle: and inurl:. Mark has been in recruiting and staffing since 1979. He is currently the proprietor of Swat Recruiting (www.swatrecruiting.com), a firm supporting the technology needs of the recruiting and staffing industry. He has been heavily involved in Internet recruiting ever since there was such a thing and has become an expert on recruiting and sourcing products and services available to the recruiting industry. Mark started utilizing the Internet for candidate sourcing back in the early 1990s by first running classified ads on the text versions or AOL and Compuserve. Then he was an early user of some of the very first online resume databases including Career Mosaic, Headhunter.net, and Online Career Center. In the latter part of the 90s Mark learned advanced techniques to source passive candidates from the Internet using the search engines, primarily utilizing Alta Vista and Northern Lights in the beginning and is now an advanced user of today's popular search engines including Google, Live, and Yahoo. Mark also has a high level of expertise in recruiter databases (ATS’s), including how these products add to the bottom line. Mark has authored the Internet Recruiting column appearing monthly in The Fordyce Letter since 1998 and is a frequent contributor to other recruiting industry publications. He is also an often requested speaker at many local, regional, and national recruiting industry events. Mark is also on the board of directors for the Mid-America Association of Personnel Services Q&A with Mark Berger Six Degrees: Tell us about your home world Mark. Mark: To date, my personal life has been fairly private. I am a simple man with simple needs and tastes that leads a fairly uncomplicated yet enjoyable life. I am lucky to have a great job that I love, get to travel fairly regularly, a wonderful family including three great school-aged kids that I am very close with. In whatever free time I do have I enjoy going to yard sales and estate sales, usually on the weekends. You just never know what treasure you will stumble on next. Six Degrees: How many years have you been in the staffing industry? Mark: I started in the early days of IT recruiting, 9/17/79. Back then it was nothing more than recruiting COBOL and Assembler programmers on IBM, Honeywell, Univac, and Burroughs “mainframes”. There was a little Fortran on DEC/PDP’s as well. How things have changed… I was at it pretty much full time for many years, close to 28 or so, until I went into recruiter technology training full time back in 2006. Six Degrees: How did you get started as a recruiter? Mark: I wish my story could be more dramatic but back in the late 1970s nobody even knew what a “recruiter” was. Most of the time people thought I worked for the military. I remember being doing some shopping one day and bumped into a friend I had worked with in a prior job. He just happened to mention I should come and interview with his boss, who was looking to hire a couple of people. I agreed and although I had no idea what I was walking into nor the impact it would have on the rest of my life, I was offered and accepted the job. After my initial 60 minute training session my boss had me make out a bunch of index cards (pre-computer/pre-database) with all the company names I could find, then started to call those companies to solicit job orders. I made my first placement in my third week…and the rest is history. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Mark: Probably that first placement, back in 1979. In this new job of mine, not knowing what I was doing, I did wonder if I was cut out for the task. That first placement, I think for an $800 fee, gave me the confidence I needed to go forward and turn this job into the career that it has been for me. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Mark: In my early days, I never had a mentor. I was always jealous of those recruiters who worked for the very few other recruiting companies at the time that actually had big billers on staff to learn from. The company I worked for didn’t really have anyone like that. I always used to tell people back then that the reason I knew what to do at any given time was because I had done it wrong in the past and was able to learn from my mistakes. Later in my career, I’d have to say Paul Hawkinson, long-time editor and publisher of the venerable Fordyce Letter, nurtured my early role as his Internet Recruiting columnist, starting in 1998. His early vision that an Internet column in his newsletter is only one indication of his broadminded outlook on this industry. These days, if I had to pick a mentor it would be Shally, whom I have known for many, many years. Before his name because a household word in our industry. I saw his JobMachine grow from a small, part-time endeavor to become a national influence in the recruitment/sourcing industry. Every time I listen to him speak, I learn something new. Six Degrees: Tell us about your staffing industry contributions, Mark: Mark: Currently, I am owner of Swat Recruiting (www.swatrecruiting.com). I actually started Swat many years ago but never really had the time to do what I wanted to do with it. In late 2005 I made the decision to change the focus of my career from placements to training, and have never been happier. Although I do miss the placements from time to time, I feel very fulfilled and actually love my job now. Swat is involved in all types of recruiter technology. Anything computer, Internet, software related. We try and assist recruiting organizations integrate technology into their work environment. There are so many choices out there it is overwhelming for some. Swat Recruiting offers many training sessions, mainly on sourcing passive candidates on the Internet, and most have been very well received by the recruiting community. We also work on marketing plans from time to time with recruiting industry vendors, and have a small ATS consulting practice. Six Degrees: What other companies' recruiting operations do you admire or have heard are best-practice examples? Mark: Well…I don’t know about companies, but I do have a few “heroes” I suppose. A couple I already mentioned. Paul Hawkinson, who just received a Lifetime Achievement Award at the most recent NAPS conference, has always been someone I have looked up to, and I am very privileged to have been able to get to know him in my ten-year association with him prior to his retirement. Shally Steckerl is another already mentioned. This man is a true visionary in our chosen field and one that is well-respected throughout. It is my honor and pleasure to be as closely associated with him as I am. Donato Diorio is another. This man is a tireless supporter of our industry, and now only develops some of the finest recruitment software via his Broadlook company, he is also very knowledgeable about the inner workings of our industry. I have had the pleasure of knowing him since the early days of Broadlook. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Mark: Lucky for me…the prevailing industry trend is locating passive candidate resources on the Internet, my specialty. As far as this aspect of the recruiting industry has come, I feel like in many ways we are still in its infancy. I think over the next few years networking for candidates will become more and more an accepted way to get those elusive A+ candidates as the pricey resume databases will become less influential. Six Degrees: I know you have been active on the speaking circuit over the years, Mark can you elaborate on where our colleagues can have an opportunity to see you in action? Mark: One thing I really enjoy about my career as an industry trainer is that I do get to travel from time to time for public speaking engagements. I have been to Fordyce Forum, the National Association of Personnel Services national conference, MRI, Top Echelon, and IPA regionals. I have also had the pleasure of working with these groups and others including Kennedy Information, NPA, ASA, and many state and local recruiter associations to get the word out about this technology. For many years I have been a Certified Personnel Consultant (CPC) and a Certified Internet Recruiter (CIR). I am also very proud to say I am not an Adjunct Faculty member at JobMachine.net and will be participating on a regular basis in the Webinar Series and be a regular blog contributor. Six Degrees: What is your next career goal? What do you need to do to get there? Mark: My career goals are simple. Not only to learn as much as I can about recruiter technology…to stay abreast of everything new and exciting, but to be able to teach what I learn to others, so they can make effective use of these new trends to make more hires or placements. PART II: “HOW DOES MARK DO IT?” Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit? Mark: In my role as the Internet Recruiting columnist for the Fordyce Letter and industry technology trainer I maintain relations with surely the vast majority of the recruiting industry vendors, ATS, Data/Resume Capture, Contact Databases, etc. People often ask me for my recommendations or favorites, and although I do have them I always encourage people to make their selection based on their own needs, not what I happen to like. Six Degrees: What tools did you first encounter early in your recruitment career? Mark: When I first started in the business back in 1979, we used index cards to sort our companies/clients and hard copy resumes for our candidates. This was way before computers, much less the Internet. This was even before fax machines as we had to make copies of resumes and actually mail them (yes, USPS…with a stamp) to our clients. We had file drawers with folders and tabs for different programming languages and/or job titles and/or hardware. Our job was made much more difficult by the fact that if a person had more than one skill, you either had to make a duplicate copy of his resume and file it in a second folder, or, more often forget that he or she was there. We had to rely a lot more on our memories that we do today. Those were the reasons I was a very early proponent of automation/computerization in the recruiting office in the 1980s, as soon as the PC came onto the market. Then in the early nineties, we tried running classified ads for programmers on the text versions of America Online and Compuserve. Snagged a few here and there. The middle nineties brought the early iterations of resume databases including Headhunter.net, Career Mosaic, Online Career Center, etc. All those have since been gobbled up by today’s big services. Then, in the latter part of the nineties, the term “passive candidate” was first coined, and we learned how to use Internet search engines, back then mainly AltaVista and NorthernLights, to search for resumes. Since then it has been a learning process and then a teaching process the last few years. Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work? If you started that process, outline the problem, your solutions, and the vision. Mark: The problem, if there is one, depends on the audience. If you talk about HR, this is a group of people not typically trained in sales. You can teach them all about sourcing techniques but once they have sourced a few candidates, they may be unsure as to how to make the connection, how to lure that resource into the fold. The solution here is to give that audience a simple, yet reliable way to make contact and get their foot in the door. Most big companies have this problem licked by dedicating teams of people, however, many smaller and medium sized organizations do not have the financial resources or manpower to do this. They have to be more creative. If you look at the third-party group, the problem differs a bit. This is a group that is typically highly skilled in sales, however, lack the patience and/or inclination to follow a thorough sourcing process. This needs to be taken into account when presenting to this group. They need some very easy ways to perform this task. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Mark: Probably preaching a process-oriented approach to sourcing. Technique is one thing. You can get techniques from the Google help pages, but it is only when those techniques are integrated with a comprehensive, multi-pronged approach can one expect to say they have done a thorough job of sourcing their next applicant. So many I talk to run one string in one search engine, grab a few resources and call it a day. Little do they know how much they are leaving on the table for those more thorough competitors. Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career? Mark: One thing that helps is to try hard not to become frustrated. What goes up goes down but conversely, what goes down goes up. There are always good times and bad times in any business. Ride the wave either way it goes and be in it for the long haul. Six Degrees: What one thing do you ideally hope to accomplish in 2009? Mark: Next year, one of my professional goals is for my training to become more appealing to an international audience. I have had a couple classes to Australians, Asians, and the English. I want to do more of that. I also want to expand my training to include more of the network available to recruiters. There are so many now it is hard for one to know the good from the great. Six Degrees: Anything you want to plug? Mark: Check the JobMachine.net calendar regularly for my webinars. Better yet, sign up to be on the mailing list so you won’t miss the announcements. Six Degrees: How Are You Going To Change The Recruitment Industry? Mark: Simple…learn more…teach more. Listen to Mark in action this Thursday: Free Webinar, Register HERE for "Turbocharged Passive Candidate Sourcing: Best of Telephone, Google & Online Database Research Techniques" with Co-Presenter, Sheila Greco RECOMMENDATIONS “I highly recommend anyone to work with Mark. I've trained with him a couple times. He had a wonderful rapport with trainees at all levels. He is always very responsive to questions, feedback, or simple explanations to my issues. His ability to connect with superiors, clients, vendors, and subordinates is what sets Mark apart from other trainers; he had the balance of truly listening and then approaching issues with candid yet insightful knowledge. Mark has excellent written and verbal communication skills, is extremely organized, reliable and a whiz with any sourcing technology. I have emailed him questions and despite her busy schedule he gets back to me immediately and always with a very positive attitude. I recommend Mark without reservation."” May 27, 2008 Teresa Bustamante PHR, CPC, Research Analyst, Avery Dennison “Mark's down-to-earth writing and seminar teaching style is easy to follow and his strategies are simple to execute. Mark really cares about helping his colleagues and client/students become more efficient and more effective recruiters.” November 25, 2008 Top qualities: Expert, Good Value, High Integrity Ronald Siegel “I had the good fortune of attending Mark's Linked-In webinar. Up until this point, I hadn't done much with Linked-In. However, Mark taught many options one could investigate to help in sourcing passive candidates. While I'm just starting out using Linked-In, I'm hopeful that it will be a big help in my building a solid network & provide another alternative to traditional sourcing.” November 3, 2008 Michael Klass, Search Consultant, Joan Leslie Search Group was with another company when working with Mark E. at Swat Recruiting “I have taken 2 courses from Mark and look forward to taking more. He knows his stuff and is a great teacher.” October 30, 2008 Top qualities: Great Results, Expert, Good Value Bill Zajac PE hired Mark E. as a Business Consultant in 2008, and hired Mark E. more than once “Mark is truly an expert in the area of recruiting technology analysis. He breaks down the process to even the most minute detail, and is quick to understand the impact technology has on the recruiting process. While I may not always agree with what Mark has to say, I certainly respect his viewpoint, and it makes for great conversation. Thanks for your commitment to our industry, Mark.” August 19, 2008 Mike Tischer, Channel Manager and Sr. Sales Representative, Broadlook Technologies was with another company when working with Mark E. at Swat Recruiting “I have worked with Mark on a number of Kennedy Information sponsored seminars. He is a joy to work with because he is a true professional who updates his content on a regular basis and has a great ability to reach his audience. Post report analysis prove that he is popular talent. I look forward to working with Mark in the future.” August 15, 2008 Hillary Kyle Holian, Associate Producer, Kennedy Information, Career Management Alliance, IOMA “I have had the pleasure of knowing and working with Mark Berger for several years. Mr. Berger is a top notch recruiter and an expert in the application of technology to the recruitment process. He provides a much needed resource to the staffing and recruiting industries through his training programs and leadership. Mark is also a tireless supporter and board member of the Mid America Association of Personnel and Staffing Services. His input and insights have had a tremendous impact on both that organization but also on the many members of that organization.” June 18, 2008 Roger Aistrup, General Manager, Allan James Associates LLC “I've taken 2 classes from Mark and find his work to be very meaningful and thorough on the subject. He not only has a pleasant manner, you can tell he enjoys what he does. He is extremely knowledgeable and detailed in his presentations and materials. I highly recommend his classes!” March 21, 2008.. Top qualities: Expert, Good Value, Creative Marney Reed “WAPS invited Mark Berger to speak to our local membership on February 20th 2008. Mark came prepared to engage our membership on finding passive candidates on the internet. WAPS emphatically endorses Mark Berger for any seminars or webinars in your area. Mark knows his subject very well and the content of his presentations enabled our members to take several ideas and suggestions back to our desk. Mark is very patient and was willing to answer any question our membership had. Also, Mark is very much open to continue answering questions if our members are struggling with one of his techniques. WAPS is happy to endorse Mark Berger for your passive candidate recruiting needs on the internet. February 21, 2008, Terry Rohde, CPC, Engineering Recruiter, DES LLC “From Day 1, Mark has demonstrated his tremendous knowledge of the universe in which he works --- the recruiting and sourcing world. His experience and keen assessment capabilities make him one of the best sources for guidance, especially when it comes to the myriad of tools and methods available on the market today. He is a true professional, and a pleasure to work with!” February 11, 2008 Anne Scofield, Vice President, Business Development, SGA “Mark E. Berger has a very influential and charismatic personality and his online seminars have been a great help for me to do things better that I do every day. I am very impressed with his abilities and grasp of the subject within his domain and I would strongly recommend Mark E. Berger to everyone.” January 11, 2008 Asif Akhtar Nizami, Technical Recruiter, FSD Solutions “Mark has written several articles on my blog (jimstroud.com) and worked with me on multiple projects. I respect his expertise in online recruiting and appreciate the value he brings to the industry.” January 11, 2008 Top qualities: Personable, Expert, Good Value Jim Stroud is a Social Media Development Manager “I have had the pleasure of working with Mark on numerous occasions. He has a comprehensive understanding of the keys to successful recruiting. Mark's clients clearly benefit from his experience and knowledge of the recruiting industry. I enjoy working with the clients he refers because they are focused, informed, and have a clear understanding of why technology is critical to their success.” November 13, 2007 Tammy Wirths, Account Executive, Sendouts was with another company when working with Mark E. at Swat Recruiting “I was introduced to Mark through a management seminar that our owner went to. He showed us all ways to gain access to information that is otherwise not for public eyes-- invaluable in our business! I think it is wonderful that he shares his technical knowledge with those of us who are less savvy in those areas.” November 13, 2007 Denise Gabbard, Search Consultant, GRN Brookpark was with another company when working with Mark E. at Swat Recruiting “In the volatile recruiting software industry, many customers are confused by all the choices & need help to assess their requirements and understand vendor options in a crowded market. I refer people who need assistance to Mark with confidence that he can provide unbiased, professional, and valuable guidance throughout the software evaluation process.” September 21, 2007 Sylvia Dahlby, Chief Executive Instigator, SmartSearch Online “Mark is a consumate professional who is a very knowledgable recruiter, honest and forthright. Then as an owner of Berger-Nowlin, you were fair to all that worked for you, supported and tried to assist the team in anyway you could. It is a natural progression that Mark is in recruiter training. All new and struggling recruiters would only benefit and improve their success by working with Mark.” June 11, 2008 Kevin Fox, Site/Project Manager, Unisys / Berger Nowlin, Inc. “Mark is a kind, capable and caring business owner and manager. I worked directly for Mark and have always respected him and his many abilities. Mark's AIRS knowledge and certification gave him some skills very few recruiters or business owners have. He has always been willing to mentor/train others to be more productive and to lead by example. I would gladly work for Mark again in the future.” March 5, 2008 Jane Bullington, recruiter, berger nowlin “I have known Mark for pretty close to thirty years . Mark has truly made the leap from running a desk to running a company and finally to becoming the "go to guy" for the latest web techniques. The many years Mark has spent on the desk has given him a keen insight as to what recruiters are looking for in tools to make their job mre efficient. I look forward to reading Mark's comments and opinions in the Fordyce Letter as I know they are always right on and I highly recommend attending one of Marks webinars or in person sessions .” November 2, 2008 Ron Sunshine, Owner, ron sunshine associates…; Added by Dave Mendoza at 1:10am on December 8, 2008

Comment on: Topic 'Recruiting Scientists News': private ownership and control of the means of production, and I generally agree with his analyses. I couldn’t possibly agree with him more with regard to one of his concluding paragraphs in the Times article entitled: "$1 trillion package has something for everyone." Obama’s appointees to the energy and environmental regulatory agencies will work to prevent new coal plants from being built, and to arrange financial and regulatory subsidies for wind and solar power. Pressure on the car industry will be unrelenting and irresistible. In hock to the government, the big three Detroit automakers will have to respect the wishes of congressmen who have never sold a car, and produce green cars in which consumers have shown little interest. Change there will be, but whether it will contribute to economic recovery and long-term growth, or impede it, is an open question. I would like to add to the above that I have noted that deceptively simple phrases to describe and therefore supposedly to help us to understand complex phenomena are all the rage in our contemporary sound-bite utilizing, attention deficit reinforcing, society. Carl Marx would be glad to know that one of his philosophical/psychological tenets has been adopted by the poorly educated personnel of the media and its punditry; they have discovered that by just repeating a phrase often enough it becomes established for their non-discriminating readers and auditors as the “truth.” We therefore now have “global warming” used to describe not only any rise in average temperature anywhere in the world for a time period selected carefully to illustrate whatever point of view is being professed, but, astonishingly, the same phrase is also used to note cooling and record cold anywhere as somehow predicted by the very existence of “global warming.” I note today that we now have wide use of the wonderfully non-informative and non-descriptive phrase, “advanced batteries”, to describe experimental and frequently peripheral science, i.e., inquiries that are not uniformly reproducible-sometimes it works sometimes it doesn’t-that cannot and do not in fact result in an advance over the practical technology in place. The morally undefined philosophical/sociological term “better for the purpose intended” is assumed in all such references to “advanced “technologies of any kind. If you’re skeptical about my point then explain to me please why an atomic weapon is an advance over a bomb constructed with chemical explosives. It has turned out that the rapid changes in technology of the past generation have left journalists far behind in their economic understanding of what is practical and what is advanced. This has spawned a genuine advance, a better form of hucksterism. The scientists and engineers whose agenda it is to get funding for their projects now sell the press, and through it hopefully the public, on the idea that their particular technology or discovery represents an advance and is therefore better. The logic is “all advances are improvements….” Of course there is always the problem of economics, but since economic analysis does not lend itself to sound bites it is ignored by the media. Advanced Nonsense: The Politics of Alternate Energy We live in the age of Harry Potter solutions to economic problems. This means that our politicians and financial elites get to ignore the physical laws that have been discovered to govern, without exception, the utilization and conversion of energy from one form to another. Our leaders also feign complete indifference to the actual measured quantities of, and the accessibility to us of, the natural resources of energy, metals, and minerals which the earth possesses. Finally they claim that the most basic of economic laws, that of supply and demand is too complex to be understood except by a few who are skilled with the use of computers. The popular song asks “Do you believe in magic?” It would be less mellifluous but more accurate to ask “Do you believe in the bullshit coming out of Washington and Wall Street?’ The political bias of the mainstream media (MSM) is so obvious that its readership has nosedived to now be constituted of just those partisans who are true believers in whatever cause the newspaper, magazine, or broadcaster supports. The nonsensical and so-called financial analysis in the same publications has now entered the realm of pure fiction unless you filter it through the political bias already mentioned and a cultural elitism that simply reeks of the philosophy that one mustn’t question one’s ‘betters.’ Once serious, i.e., relatively balanced in their reporting, publications such as Newsweek and Time now have the form and, more and more, the sound bite and snippet style content of graphic novels, the euphemism that has replaced the more accurate term “comic books.” The New York Times, for example, is so incredibly biased, and generally inaccurate as well, as to be unreadable. It masquerades as serious by publishing biased, factually inaccurate, polemics. In my own travels, I once had the occasion to watch Nicolai Ceausescu speak on Romanian television for 6 hours on the glory (accruing to his masterful leadership) of meeting factory production schedules for tractors in a five year plan. The difference between socialist Romania in the 1980s and oligarchic New York in the 2000s is that everyone in Romania knew that the factory production figures were made up to fit the leader’s analysis and that; in any case, the tractors were crap that needed fixing every day. The New York Times thinks that its crap analysis doesn’t stink and so never needs fixing. Why should investors in minor metals care about any of this? Because they are getting nonsensical “analysis” of future supply and demand-the key factors to future price-from the glib ignoramuses populating the airwaves, the press, and the seats of financial and political power. Investors in minor metals need only to look at the results of following the advice of the self-centered greed-driven financial wizards and mining analysts of Wall Street firms in combination with the crisis solution agendas of the single minded, i.e., driven solely by the desire to be re-elected, hereditary politicians and their appointees in Washington to know that not a single one of these elites knows even how to salvage their own assets from the current massive destruction of confidence, credit, and wealth except by gaming the system, i.e., using insider knowledge and connections, and breaking the very rules and laws they themselves have written or sworn to enforce, to take the risk out of the equation even though those actions are always unethical and mostly illegal. I am speaking of men like Christopher Dodd and Charles Rangel. I’m going to give you some short term and some long term investing advice based not on what the political and financial elites say but on the results of what they have done, are doing, and say they will continue to do: Note first that Wall Street and Washington types believe in magic, not science. Even more important for investors is the fact that America’s elites, in particular those who have never worked for a living nor had the need to do so, such as Al Gore or HRH Princess Caroline of New York, only admit into their inner circles, for basking in the radiance of their presences, those who, like them, do not have a clue about the economy that created the America they dominate or the economies that are growing, successfully, in China, India, Brazil, and Russia. The elites believe that it is not important to take notice of the fact that the world’s strongest economies, from the point of view of future growth, are all based on two paramount factors: 1. Domestic self-sufficiency in, or control over, the exploration for and the production of natural resources of metals, minerals, and energy, and 2. The creation and maintenance of a domestic OEM heavy industrial sector that can manufacture consumer goods such as motor vehicles, aircraft, locomotives, ocean-going freight carrying vessels ,construction equipment, mining machinery, and home appliances, and is always ready to produce armaments for national defense. The above two factors are the reasons that the United States entered the 21st century as the world’s largest economy and the only military power able to project sufficient force to win a war to any location on earth. Americans believe that the American form of republican government in combination with our type of free market economy is what put our country where it is today. The BRIC economies believe that the two factors enumerated above are the real reasons that America grew to its present pre-eminence and that therefore if established by them individually will underpin and sustain them as great financial and military powers and that such will not depend on whether or not they are politically monarchies, dictatorships, republics, or democracies, and will not depend on whether their economic systems are free market or command economies or a mixture of both. Incredibly, the American elite and self-perpetuating ruling class has bet against the BRIC economies being right and has chosen until now to bet the wealth and security of the USA on a fantasy globalization based on a fantasy global adherence to free market principles, which principles not only do not operate within the USA but do not operate at all among the BRIC economies all of which are focused only on improving their own positions in the global economy no matter what the consequences to any other states. It may well be fatal to the perpetuation of American power to raise the wall of protectionism at this point in our history. Yet the latest person elected to the office of President represents a party the interests of which are dominated by purchasing through paying above market prices for labor the votes of the self serving unions, and economically as well as historically illiterate elites and political leaders the only interest of whom is in the accumulation of personal wealth or perpetual re-election or both. All of these people are what the Soviets used to refer to as “cosmopolitans” defined as individuals who put the interest of a global polity ahead of their responsibility to the well being of the state in which they live. So, you can make money in the market by watching for the resonance, that is to say the reinforcing, of the intersection of magic technologies and the attention of America’s ruling political elites. Magic technologies are those which solve problems without taking into consideration the availability of the raw materials and engineering processes required to build them or the economics of their production and distribution. In the short term I suggest that you invest in the fantasy alternate energy plays. The market will respond to the Obama alternate energy, “green,” stimulus by bidding up the price of the shares of the companies that claim they are working on ”advanced’ anything such as 1) rechargeable batteries, 2) wind generation of electricity, or 3) solar energy conversion. My model for this advice to you is the immediate reaction of the market to the money authorized to be wasted by the Bush administration, in conjunction politically with the self-serving Pelosi-Reid ‘led’ government, on subsidizing the American owned and operated OEM automotive industry for another month or two. The Wall Street ‘market makers’ responded to this destruction (waste) of wealth by bidding up the price of GM stock over just a few days to twice what it was selling for at the beginning of the phony time period during which the government was ‘considering its options.’ As I am writing this I note that it has already begun to sink in to the ‘investors’ that the long term prospects of the car makers are not really very bright if they say that they cannot survive even a couple of days without massive access to the Federal teat. Of course a cynic might just think that the short sellers are exercising their ‘judgment.’ After all, a swing of 16% in one day, such as GM had late in 2008, can make a Wall Street ‘professional’ a great deal of money. Returning to the discussion of fantasy green energy plays: Get out of investments in the future of companies subsidized by government as soon as it becomes obvious that there is going to have to be a second stimulus package given to them. This will be apparent when there are no results from the ‘advanced’ work and all of the companies say that ‘they are on the right track’ but need more money. This should take about 6 months, but as auditors look into, or make, the cost-benefit analyses of ‘advanced’ or ‘game changing’ technologies the collapse of market interest may occur in a much shorter time. Switch your money at that point, when you smell the need for a second bailout, to those surviving companies specializing in producing the raw materials for existing, workable, and economically practical technologies such as, in the case of the vehicle propulsion battery space, lead-acid (SLI and traction), nickel cadmium, and nickel metal hydride batteries. I would also then invest in lithium-ion (storage) batteries, wind for off grid use, silicon based solar, both crystalline and amorphous, and uranium and thorium based nuclear electric power generation. A final word about ‘advanced’ technology development. As a young man I once heard the best politician ever to come out of Minnesota, Hubert Horatio Humphrey (DFL-Mn) give some legislative drafting advice-I was in law school at the time and I was in a legislative drafting class. Vice President Humphrey, as he then was, said that in the 1950s when he and some other like-minded liberal senators were trying to draft legislation to expand subsidized college education to include not only G.I.s, but also the poor and disadvantaged who were otherwise qualified. The senate majority leader at the time, Lyndon B. Johnson( D-Tx), told Humphrey that if he wished to get the backing of the (Democrat party) majority for a bill that would help not just poor whites but also poor blacks he would need to label it so that questioning the bill automatically meant questioning the patriotism of the questioning senator himself. Humphrey said that Johnson took a copy of the proposed bill and wrote in front of the title word ‘education’ the two magic words “National Defense.” The rest is (legislative) history. Note well that the stimulus package in the Eisenhower administration was the National Defense Highway Act, which created the interstate highway system. Michigan was the first state to spend a billion dollars on the extensions of the interstate highways that went through Michigan and on the state highway “feeder” roads for that system. It was this ‘stimulus’ package not any advances in automotive technology that ignited the boom years for the OEM automotive, construction equipment , and mining machinery industries. The reductions in time necessary to get from the suburb to a job in the city and to get food and raw materials from where they were produced to where they were consumed ignited the dramatic growth of the United States outside of the east and Midwest. This could have been accomplished alternately by building national, intra-city, and intercity railroads as Europe did at the time, but OEM automotive industry politics in the USA overcame railroad politics and both mass transit and freight carrying passed from being carried by durable steel wheels on durable steel rails to being transported on disposable rubber tires on concrete highways that needed constant attention thus created jobs and the need for enormous quantities of raw materials all across the country. What a deal! Consumerism was born, lived long, and prospered. Without further ado, I am going to now list for you a group of companies related by the products which they are trying to develop, their business goals, and their agendas. I think you can make money by investing in them but solely on the basis of their relationship to the political goals of the Obama agenda for alternate energy. These investments are based on the truism that in allocating your investments timing is just as important always as project selection. On December 18, 2008 the Wall Street Journal carried a story based on a press release that day announcing that [L]eading U.S. battery and advanced [emphasis mine] materials companies, with support from one of the country’s largest national laboratories [The U.S. Department of Energy’s Argonne National Laboratory {just outside of Chicago}], have formed the National Alliance for Advanced [emphasis, again, mine]Transportation Battery Cell manufacture, known as the “Alliance,” to manufacture advanced lithium ion battery cells for transportation applications in the United States. The Alliance is trying to get a lot of taxpayer money to accomplish a completely amorphous goal, the members want to develop some fantasy process technology which will be flexible, so that it is adaptable to the mass production of whichever of the 26 lithium ion battery technologies now being “researched’ turns out to be the one that is safe, durable, long lived, and economical for the electrification of a limited range of passenger carrying vehicles-the electrification of long range high capacity freight carrying vehicles is a topic that is not even whispered about; it is too difficult a task for the foreseeable future. Note well how many times the word advanced appears in just the first paragraph of the press release. Note also that the Alliance is centered upon a U.S. Department of Energy Laboratory operated near the actual home of the soon-to-be sitting President of the U.S., so that the project’s money will flow to and through the new President’s home state. The fact that funding for this particular laboratory has lately been drying up is, of course, coincidental. The fact that the project would make more sense if it were directed by the NREL, the National Renewable Energy Laboratory in Colorado, is also irrelevant. The Alliance is thus founded on that most fundamental of American political practices bringing home the bacon. It will almost certainly get its first allocation of Federal Funding early in the Obama presidency and will get more money as its research advances. The members of the Alliance are: * 3M (NYSE:MMM) * ActaCell (Private?) * All Cell Technologies (Private) * Altair Nanotechnologies (NasdaqCM: ALTI) * Dontech Global (Private) * Eagle-Picher Corporation (Private) * EnerSys (NYSE:ENS) * Envia Systems, (Private) * FMC (NYSE:FMC) * MicroSun Technologies (Private) * Mobius Power (Private) * Silyte (Private) * Superior Graphite (private) * Townsend Advanced Energy (Private) Note well the main reason that companies seek Federal funding; it is because private funding has no political agenda and is therefore not interested in taking the risk of getting little or no return based on 1) the state of development and the quality of the company’s technology, 2) the quality (i.e., competence perceived or demonstrated) of its management, or 3) whether or not the size of the losses incurred by the company so far are such that they can never be recovered in a rational amount of time. Additionally note how many of the above companies are private even the one that has a long and famous history, Eagle-Picher. The fact that so many of the alliance members are private is most likely an indication that they fail all or one of the above enumerated tests that private capital requires them to pass. To be fair some of them may have been ‘taken’ private by a fund in order to fatten them up for an IPO or to consolidate them with another company for a more substantial IPO. No matter how these companies got to their present inability to proceed without an amount of capital that was not available to them as constituted from the private market they are all now in the same boat; they cannot raise enough capital individually to both continue the development of whatever battery technology they have chosen as the one and to engineer a manufacturing process suitable for mass production. Note well that EaglePicher, Enersys, Microsun Technologies, and Superior Graphite are all pursuing or manufacturing other battery types besides lithium based ones. Even so they are in the same boat as the others they do not have nor can they raise sufficient capital to engineer mass production techniques and to build a flexible facility with the capacity to mass produce automotive power train batteries. The Alliance is not the sum of its parts; it is a group of undercapitalized companies, which have come together to grab a piece of the alternate energy pie in the hopes that the pie will be an open ended feast allowing them to keep getting more money even if and when they go down the wrong path or make a mistake. The free market is very harsh and cruel to such supplicants, but politicians allocate money to ensure their own re-election, not to serve a public good, so the Alliance is now on to a good thing. If they get public money they will not have to compete in the market place for it, and if anyone or more of them is successful they will not have to pay back their part of the ‘funding.’ Thus private enterprise as a driver of innovation and economic advantage will be driven out of the market for battery advancement probably therefore killing the possibility of developing an ‘advanced’ battery system. In any case, my advice is simple: If you see that the Alliance is going to receive funding then buy shares in those members of the alliance that are public and then watch the news carefully for mention of positive results by any member of the Alliance, listed publicly or not. Such news will cause the market to rise for whatever play there is in the Alliance. I would sell any Alliance-related shares that I own if they go up by a predetermined amount, say 10%, and then buy them back when the news quiets down and the market loses interest as no news is forthcoming. You will know when the Alliance has run through its funding. This will be when stories begin to follow one another that a breakthrough is imminent but that some further federal lard may need to be spread on the stale bread. The available stock will drop on this negative news. Choose a bottom and buy. When the Department of Energy announces that it will provide the additional funding let the stock rise to your target gain and dump it like an overheating lithium ion laptop battery. I suspect that we will see one or two cycles of this “Advanced Nonsense” this year, 2009. After that it will become obvious that the project is nothing more than An open ended subsidy program, and the DOE will try to get out of it, not by canceling it and admitting an error on the part of the administration but by trying to auction off its ‘share’ of any technology or engineering process development to private equity. The ticking time-bomb for this whole exercise in government mismanagement of the development of “Advanced” technology is of course the progress, if any, being made simultaneously by companies like America’s A123, France’s SAFT [Paris: SAFT.PA], and Korea’s LG [KSE: 066570.KS]. The three companies named above have all been selected by an OEM automotive supplier to develop a lithium ion technology. A123 and SAFT have been paired with Johnson Controls International (JCI), the world’s largest manufacturer of lead-acid SLI batteries in order to have JCI ready to engineer a mass production operation for a successful lithium ion technology should one occur. SAFT and LG have each also been mass producing batteries for many years. None of them even though they may plan to mass produce lithium ion batteries for vehicular power trains in the USA will join the “Alliance,” because they don’t want to share any competitive advantage either in battery technology or battery mass production technology with the small, undercapitalized, jonnies-come-lately. It is therefore very important to watch the press releases and progress of these three. If a car such as the GM Chevrolet Volt is introduced into the market and performs well with a battery from A123, SAFT, or LG or any combination of them and it is announced that JCI or, perhaps, EXIDE will put the battery into mass production then the purpose of the Alliance and all of its work will be perceived as valueless as will the price of the shares of any of the members of the Alliance at that point-even if this is unfair. A123 was supposed to launch an IPO last month; it did not, for obvious reasons. SAFT and LG are both listed on their home country exchanges. For the moment then I would take any profits I made by investing in the Alliance play I have here discussed and buy shares of JCI, SAFT, and LG as a hedge. I have not discussed the relative merits of any lithium ion battery technologies, because they don’t really matter when an investment has become totally politicized and has left the arena of the free market. With “Advanced” battery technology and the Alliance for developing and manufacturing it play the politics. The hereditary political and financial elites of this country do not know and do not wish to know anything about technology; they will throw other people’s money at anything that buys them votes and power. The rest of us may as well make some of our own money back in the meantime.…; Added by Melissa Furtwengler to Wanted Scientists, Energy experts, Engineers at 9:55am on January 12, 2009

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Topic: Thursday Thrasher: D Is for Disney: most recognizable brands on the planet. Unfortunately it’s also one that doesn’t leverage their great consumer brand in their employment brand. I’m talking about Disney. Let me give you some context here. I live in Orange, California – just a stone’s throw away from Anaheim – or about 5 miles as Tinkerbell flies from the Happiest Place on Earth. I enjoy the Fireworks Spectacular every night from my back yard. For the third Christmas in a row, my family received season passes to Disneyland. Honestly, I’m a Mickey fan. My friends warned me, “Don’t dis the Mouse! It’s practically un-American!” But hey, I just can’t help it! Mickey and friends are just not living up to the Disney standard when it comes to their recruitment efforts. The landing page for the Disney career site is flat. You can’t click on another page of their website without videos and music. So naturally you’d think with all the splash, boom, bang, technology and magic that they’d have a page that would be so memorable you’d get lost in the wonderment. (I mean for crying out loud - Fortune Named Disney the World's Most Admired Entertainment Company – you’d think there would be some excitement!) Not here. There are four - count them, four - still pictures that rotate on the screen. The pictures are: The Disney plaque being polished An artist sculpting characters The ESPN bullpen (nice diversity touch here) A shot of Main Street in Disneyland with more people than Times Square on New Year’s Eve (maybe this is so prospective applicants can understand the absolute mayhem and madness of a summer day in the park!) Their welcome is promising. They talk about imagination, childhood dreams, magic, wonder, culture, laughter, astonishment, joy, thrills. There’s room for talented people. It’s a dream job. Magic - REALLY?! How would I know that? Maybe from the picture of the plaque polisher or mental Main Street? It sure doesn’t look that way so far. But let’s dig deeper. They mention their culture in their welcome but try and find out anything about it in the career section and you’re lost. They list six values (innovation, quality, community, storytelling, optimism and decency) that “make our brands stand out”. I guess those can loosely correlate to the employee experience. There’s not a lot of depth here. I really expected more from the “Life at Disney” section. Disney is doing some things right. The “search jobs” function passes my “three clicks and you’re out” rule. This is a huge plus because it makes the process easy for the applicants. I was able to search all jobs in Anaheim in two clicks. Once there, you notice a lot of intern positions. What does this tell me? A couple things. One - the Mouse is cheap, looking for cheap labor from college grads so they can have a big name company on the top of their resume. The second thing it tells me is that Disney has smart approach to filling vacancies and filling the talent pool of the future – get ‘em when they’re young and train them well. The job descriptions are simple, nothing too exciting or memorable with the exception of a lot of corporate acronyms that meant nothing to me. Disney’s best and most well hidden section of the career site is the link to Disney Auditions. For all you character wannabes, this is the place to look for open casting calls so you can don a Goofy suit and walk around the park in 100 degree weather in August (remember the Main Street picture from the career landing page?) Sounds like a dream job, don’t it? The word for the audition site is again – flat. But it does give some good tips on what to expect and how to prepare for an audition. The real gem about this page? Videos - finally! Well thank my Fairy Godmother! There are videos from actual employees, like Jamie, who invites you to click her video and watch what she has to say about her Disney experience. Well that’s great – if you’ve already got Quicktime player downloaded on your computer. If not, you’ll feel like Alice going down the rabbit hole while you wait for the installing and restarting (that’s if you decide that watching the video is even worth it at this point). There are lots of employee videos – and that’s great if you want to play Goofy or parade down Main Street. These videos are exclusively for preparing to audition. Unless you’re an actor, you don’t get to see or hear what it’s really like. The functionality of the videos are not just a Disney flaw; it’s one we see time and time again on corporate career sites. Companies pay a lot of money to have video shot of real employees only to have the video fail to play on the site. This brings up the question of who monitors your career site? There are many schools of thought here: · Marketing should own it. Why? It’s a PR /communication tool and that falls under Marketing. · IT should own it. Why? IT owns everything that has to do with the website so it should be monitored and quality control checked by them. · HR should own it. Why? It’s the career site and they’re in charge of recruiting. Not an easy question to answer or responsibility to assign, but someone, a human person (not Cinderella’s animal friends) should own the functionality of the career site. They should visit the site daily, apply for a job, play the videos and ensure all the working parts are indeed working! This same thought process also applies to the sites that invite you to “send us an email with your questions”. Who’s answering these questions? How often, how quickly and in whose voice is the answer in? Back to the site…the audition page does a good job of pointing out that not everyone can be a character, singer or actor at Disney, so they list off all the other opportunities for you to become an entertainment cast member. Two thumbs up for the cult-like approach to calling all employees “cast members” and making it sound like one big, happy family in one huge global conglomerate. The truth is, Disney has all types of positions – they even need experts in pyrotechnics. Disney is a recognized pyrotechnic industry leader and the world's largest producer of fireworks shows. It takes a large team of highly trained and certified pyro-technicians to execute our many unique shows around the world. Trust me, Disney’s fireworks are cool. Disneyland is cool. Even dressing up like Goofy is cool. But Disney’s career site is not cool. I have to give the Disney and the Mouse a “D” on their career site – “D” for disappointing. …; Added by Featured Writer Series at 3:00am on December 31, 2009