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Topic: Meet Thomas F.X. Licari, Corporate Recruiter, And Activist Founder of The Illinois Recruiters Association: link Facebook Profile - MySpace Profile Blog Site Plaxo Resume: http://TFXL.emurse.com Meet our friend, Thomas Licari, RBC Community enthusiast, founder of his own activist local staffing organization, corporate recruiter and family man. Thomas is a Human Capital Management Professional with 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. He specializes in recruitment, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. Overall, he is primarily Client-focused with strong relationship building and strategic planning skills and particular strengths in the broad areas of Recruitment Optimization, Recruiting Technology Expertise, and Executive Recruitment Specialist. I have communicated over the years with Thomas but had a chance to finally meet him one-on-one while he sat next to Jason Davis interviewing live on a webcam at ONREC last September. Thomas did not disappoint, he has a keen sense of humor, the kind where his answers to some of JD's questions would have caused a fountain of soft drinks to burst out from noses had they been privy to his candor and wit. (If you were there, you would attest to the accuracy of my statement!) Thomas has that rare tenacity of not merely being a follower, but a leader in his own right, who cares deeply about the quality of topics and events of the Illinois Recruiters Association he founded, and has been active in referring his own membership to the RBC community. Q&A With Thomas Licari Six Degrees: Tell us of your home world. Thomas: I married my beloved dream girl Kelly Sue August 19th 2005. We rented a private house with its own beach “McKenna” on the island of Maui, HI. We had a huge party with all our family, friends and the giant sea turtles that came to witness our nuptials. We have two kids a girl 2 1/2 years; Alexandria Soleil Licari and a son 6 months old; Dallas Hawk Licari Thomas: My hobbies include but are not limited to: playing the guitar, rocking the mic, geeking out on the computer, watching way to much TV, making up loving nicknames to call my wifey, singing the Dora the explorer theme song to make my daughter smile, becoming mental over the play of my Dallas Cowboys, FYI, some day my daughter will buy the Cowboys for me as a gift, boxing, and teaching my son Hawk how to throw a perfect punch at six months of age Six Degrees: How many years have you been in the staffing industry? Thomas: I have been a Human Capital Management Professional for 15 years and still love it! I must be sick in the head. Six Degrees: How did you get started as a recruiter? Thomas: I became a recruiter by mistake. I graduated college with my 1st degree in Criminal Justice with an eye on becoming a FBI agent. After obtaining my degree I started the testing process for state and federal law enforcement positions. The problem was that I needed a job now so I could eat, and the testing process takes months to achieve a result. So I put together a resume, you all know the kind of resume I mean, as a recruiter I am sure you’ve read thousands of them. The kind that says you did all these wonderful things, but is a really big stretch. I sent my resume for a COO position to a very success female owned temp to perm agency and was called in for an interview. So I dressed up in my only suit and when in with high hopes knowing full well that I was totally 100% not qualified for the position. I met with the president of the company her name was Hallean. She got me in that interview chair and went for my throat for the start. I was too dumb to recognize that she was messing with me. At the end of the interview Hallean offer me a job as a Jr. recruiter. I was totally excited to have a job as it meant that I could eat something other than ramen noodles. I had no idea what a recruiter even did, but you can be assured Hallean taught me in her own very direct way. I think about her sometimes and would love to show her what I became or in other words what she helped create. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Thomas: I was very young in my recruiting life and still wasn’t sure that I wanted it to be my career. I worked for a small technology firm as a recruiter and was given a great deal of authority when it came to the hiring process. Remembering the lessons that Hallean taught me about understanding the “resume stretch” I implemented it into my selection process when choosing talent to interview. I quickly became the top producing recruiting at the small tech firm. After a few months of working there one of my recruits sent me a card all about how I changed his life by giving him a job. I sat in my chair reading the card and suddenly realized that I in a small way could affect change. I fell in love with recruiting right then and there. Come to think about it, I think I still have that card, I should dig it out to show my son and daughter one day when they are older. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Thomas: Short answer my Pop! I wanted to prove to him that I could be the best recruiter. You see he wasn’t sold on the fact that I turned down offers to go into law enforcement at the time. So when I decided that I would continue my career as a recruiter I made up my mind that I would succeed at it. The second person would be Scott A. Spear currently the co-founder and Executive Vice President of Corporate Strategy at Acquity Group. I worked for Scott at Modern Business Technology when he founded the company. Scott always had a way that I can’t explain fully around the hiring process. When I recruited for him he always had a great eye for talent and a different approach for judging all candidates. It wasn’t behavioral, skills, or matrix driven I think you’d call it instinct. Anyway I told you I couldn’t explain it. He had the uncanny ability build structure where there was chaos. He is a good guy look him up & connect with him http://www.linkedin.com/pub/3/2a7/755. The third person would be Tim Simmons the guy is just unbelievable at dealing with people. You’d just have to see him work to know what I mean. He is a top notch people person and I tell him often that he should write a how to book http://www.linkedin.com/pub/0/189/958 Six Degrees: Tell us about your job, Thomas Thomas: I can description my current roles in two ways; I am the president and founder of the Illinois Recruiters Association and a professional consultant. As the president and founder of the Illinois Recruiters Association my responsibilities are providing strategic direction, building membership, constructing the organizations web channel, virtual marketing and participating in speaking events. The size of the Illinois Recruiters Association is a moving target because we grow larger every day. We currently have over 2500 active members with a national newsletter that reaches over 10,000. As a professional consultant in area of Human Capital Management. I have 15 years of experience working with fortune 500’s, the U.S. government and startup’s companies providing cutting edge talent acquisition strategies. I have proven abilities in recruiting, retention, compensation, global strategic sourcing, OFCCP regulations, and training/development. I am Client-focused with strong relationship building and strategic planning skills. Other key areas I might be able to help you with include: Recruitment Optimization, Recruiting Technology Expert, Successful Instructor, Networking leader, Team/Project Leader, Executive Recruitment Specialist. If you need help feel free to give me a call if I don’t have time to assist I’ll refer you to someone that can. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Thomas: I admire the following: Doug Berg the founder and chief innovation officer of Jobs2Web because of his vision. Shally Steckerl from JobMachine, because the guy is just that crazy good, also I believe in what RD Whitney is doing with Onrec. (B) In what aspects are they superior? Thomas: Doug Berg all you need to do is visit www.jobs2web.com. To understand why I dig Doug is visit http://www.jobs2web.com/what-we-do/attract-talent/ read the page and you’ll get it I promise. Shally is best in class as a recruiting technology strategist, he is always willing to help people, and constantly comes up with new great ideas, he seems to drive the industry. RD Whitney I’ve gotten to know personally/professionally and he really goes all out to build strong virtual marketing channels for all his exhibitors at the OnRec shows. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Thomas: Government bail outs, the down economy, global recession. The WHY just bums me out when I think about it. Hiring slows down to a snail’s pace and my fellow recruiters starve. To all my fellow recruiters out there reading this keep your head up things will get better. If you are looking for a new job email me and I’ll try and help. Six Degrees: Tell us about speaking events, awards, publications, where you have you represented your company: Thomas: The event I’d really like to focus on is the January 28, 2009 Training Seminar & Networking Event. I am invited an expert panel of Web 2.0 recruiting strategists to discuss Topic: “Web 2.0 Recruiting & the Latest Trends”. If you are going to be in Illinois 01/28/09 come check out this event. For more information visit www.illinoisrecruiters.org My events can easily be found with a simple Google search or visiting http://www.illinoisrecruiters.org/calendar/calendar.htm. Six Degrees: What is your next career goal? What do you need to do to get there? Thomas: My next career goal is to build the largest professional recruiters network in the industry, which include educational/networking events. All I need to accomplish this is more time. Recommendations “Thomas is able to build relationships with Hiring Managers quickly, thereby, jump starting searches with accurate information. Thomas is creative in his sourcing approach and keen on networking to find the right people at the right time for the right job. He is a great team player and a delight to work with!” November 12, 2007 Mary Claire Ryan, Dir. of Global Exec. Search and Diverstiy Staffing, Abbott Laboratories “Thomas is a knowledgeable recruiter and an expert 'networker' who works tirelessly for the Illinois Recruiters Association. He has arranged and promoted a number of very useful educational and networking programs for local recruiters to hone their skills and enhance their professional networks. I have known Thomas for a number of years and all of my interactions with him have been positive and productive.” October 24, 2008 Marianne Murphy-Orland, Executive Recruiter & Training Specialist, Electro-Motive Diesel “I have had the opportunity to attend several Illinois Recruiter Association meetings that have been hosted by Tom. He does an excellent job in providing relevant information to his audience; things we can use right now. I definitely look forward to interfacing with him in the future.” April 22, 2008 Mike Madura, Manager Recruiting, KPMG “I had the opportunity to see Tom "work his mojo" at the Illinois Recruiters Association's meeting. He provided an excellent presentation and was able to talk with a diverse set of recruiters in the room. He was able to explain it so that it made sense to all levels and was able to get into some advanced topics without losing the room. Based on his presentation I could see clearly why he has been such a successful recruiter. I would highly recommend Tom for speaking and recruiting engagements.” April 17, 2008. Top qualities: Expert, High Integrity, Creative Scott McCance…; Added by Dave Mendoza at 3:34am on January 12, 2009

Topic: Meet Melbourne's Charles Van Heerden, "Three Decades, Mandela to Change Management": series please click here." Sage words from 'Van Heerden:' "I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later." "... Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology .." • RecruitingBlogs Profile • Linkedin • Facebook • Twitter • Website • Personal Blog • Community Volunteering: I am on the Corporate Advisory Panel of an educational organization (Open Universities Australia) as well as about 10% of my time is pro-bono work which I provide to clients and customers based on needs Office: +61 418 271 506 • Personal Email Charles Van Heerden Observes his Three Decades, Generations & Countries, from Nelson Mandela to Change Management. A Veteran of the Staffing Industry, Charles has over thirty years of expertise which he regularly and generously shares to the RecruitingBlogs.com community. He is a Change expert, commercial HR Director & innovative OD consultant, authentic leader & executive coach. His experience includes services (consulting, information technology and research), heavy industry (mining, engineering), FMCG (dairy, beer and carpets), working with medium and large scale organisational change, including acquisitions and mergers. Tertiary qualifications include psychology, industrial relations, human resources and change management. Q&A with Charles Van Heerden Six Degrees: Tell us of your home world. Charles: After getting married on my 21st birthday we have defied all the odds and my best friend Marianne and I have been married this year for 30 years. I am good at remembering our wedding anniversary, but tend to forget to buy a card or gift. We have two darling daughters; Tanya (27) and Leana (25), who both live in Melbourne as well. Tanya has a daughter (Felicity) who is ten months old. I really don’t feel like a grandfather as many of my friends recently had babies, so we enjoy being a close family, getting together on a weekly basis. We live in the outskirts of Melbourne on a golf estate designed by Greg Norman, which should be really good for my handicap, but I still struggle to find enough time. I used to do a lot of running, including about a 100 half-marathons, until I did my first marathon in New Zealand, running around Lake Rotorua. After that, I reverted back to more gentle pursuits. The last couple of years we were based for most of the time in Warrnambool, which is based at the end of the world famous Great Ocean Road. This is known as the Shipwreck Coast and the weather can be pretty wild. Contrary to most of Australia, the Southwest is very green with lots of rain, very similar to New Zealand. My life can easily be divided into three chapters, the first half living in South Africa, then moving to New Zealand for ten years, followed by the last eight years in Australia. Six Degrees: What are some of the unexpected adventures in your life's journey's outside of the staffing industry? Charles: We lived in South Africa during a turbulent time and I was working for the most progressive employer (SAB), which included various meetings with the ANC, including a very special dinner with President Nelson Mandela, including meeting him personally, just before the 1994 elections. I had the opportunity to meet him and other key ANC figures; I was quite involved with an organization that assisted returning exiles to the new South Africa. This included several trips to the UK. One of my fond memories is a presentation to a large group of graduates on how to prepare for interviews and the best way of finding a role. It was really difficult to make the decision to leave South Africa, but we decided to leave due to the high level of crime. My next-door neighbor was the MD of an arms company and had guards outside with machine guns. I wasn’t sure if we should feel safer or whether we run the risk of being shot in case of mistaken identity. Unfortunately we had to leave our three Persian cats behind, as the quarantine period was nine months, just too long so we found them good homes. It wasn’t long before we had another three cats in New Zealand, which my company agreed to move to Australia. Due to old age we lost two of them in recent months, with one faithful tabby, Tammy, now being spoiled. Six Degrees: How many years have you been in the staffing industry? Charles: It is getting close to three decades, most of it as a corporate recruiter. I have been involved with all types of roles, from shop floor to technical, with my expertise around management roles, as I have been head of HR from age 26. In my consulting roles I often redesign structures, resulting in revised roles or new roles. I refer any recruitment to recruiters, as WaveBox is not a recruiter but a strategic HR consulting business, developing strong relationships with other consultants. Six Degrees: How did you get started as a recruiter? Charles: My very first reference book was on recruitment (Successful Staff Selection), which is still in my extensive library of a few hundred books. So I got into recruitment from the start, initially as a Personnel Officer. Most of my career has been in corporate HR, culminating in heading the Personnel function, which included Talent Management and Recruitment for South African Breweries (now known as SAB Miller). After about 15 years in HR, I moved to New Zealand and was appointed in a senior line management role, which means I had to manage a team of twenty consultants, providing services to about 500 customers, from large companies like Gillette and Phillips, to very small companies. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Charles: Recruitment has been an integral part of my career, including managing the Employment function for the Feltex group. It was during this time that I was leading a project that was recognized as a best practice in recruitment, working with Management Search International. Terry McCloy, the MD and I were able to develop and implement a true partnership model, where MSI was doing all external recruitment for Feltex. This resulted not only in a 30% reduction on recruitment costs, but a significant improvement in quality, including retention and time to fill. This model served the business very well for about three years, until we bought an Australian company and we had to change our resourcing strategies. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Charles: Though I have been able to work with some excellent recruiters, I have learned most by leading teams and energizing and motivating HR teams to create a culture where the company is a great place to work. Getting feedback from my teams and others has been the biggest influence on my career. Six Degrees: Tell us about your position, Charles. Charles: My current focus is on change management and Strategic HR, including talent management. This includes Leadership Risk Assessment, which means that my key contact is with recruiters. I work hard to try and understand the real strengths and specialty areas so I can match it with specific clients. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Charles: There is a company in NZ (Kerridge & Partners) that I would regard as highly innovative. Six Degrees: (B) In what aspects are they superior? Charles: They are the first firm as far as I know, to have engaged a global CA firm to review their performance and confirm statistics based on an assessment of every assignment completed, not just a sample. This is an extraordinary high level of transparency, giving clients a sense of actual performance and accountability. They also offer an integrated search and coaching solution – taking full responsibility for identifying, assessing, attracting and developing senior leaders into critical roles. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Charles: The way in which we work is changing profoundly, which means companies will have to adapt the way in which they consider their talent requirements. Though it may not be quite as radical as making a movie, the concept of getting a group of talented people to deliver a project will require more innovative ways to attract talent. Rather than trying to fill traditional full-time roles, companies will have to consider flexible approaches to resourcing to fill skill gaps. The other big driver is technology, which means that a virtual team can be established, consisting of permanent, casual and contract staff, supported by consultants. Virtual leadership is demanding a different skill set, by getting a diverse and dispersed group to deliver outstanding results. Six Degrees: Tell us about your broader involvement within the staffing industry: Charles: Conferences are great to stay in touch with networks. I am fortunate that I have been invited to speak at a number of international conferences, though I now try and limit it to special events. When I chaired a conference a few years ago we had a number of speakers pulling out on the second day (highly contagious?) so we got the speakers together in a panel, which proved to be the best session! My key topic areas are around strategic HR, managing change and talent management. Most recently, I spoke at a regional HR conference about configuring the workplace in recessionary times. Six Degrees: Can you detail how the recession has affected your particular industry niche? Has it affected your job or that of your fellow team members within the organization? Charles: The GFC impacted most industries in Australia though we have been fortunate that a strong banking sector, and a positive approach by the Government’s fiscal stimulus package have made it less severe than many other parts of the world. We haven’t yet seen much of an upswing and our client base is indicating little improvement until early 2010. The only sectors spending in real terms are government related projects. There are some signs of life at the lower end but more senior roles are still scarce. HR seems to have been hard hit and know of several senior HR people having been moved on. 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. Are there specific groups, both online and in-person that have proved fruitful in extending your personal brand and job seeking prospects? Charles: Rather than networking in a haphazard way, I prefer a more structured approach. It takes time, but it means that you are more strategic in your networking. I am a firm believer in measurement. I have a value score for my contacts based on the level of interactions by email, phone or face to face. You have to make friends now with the people you may need later. This was a key lesson I learned from a previous CEO, Sam Magill, who did quarterly staff communication sessions. Sam also used to say: “I is no good trying to talk to staff in bad times, you have do it during the good times so you build a trust relationship”. 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? Charles: As a result of my moves across countries I had to rebuild my networks twice from the ground up. I have been able to build enduring relationships. There are probably three things I would highlight: (a) It is important to stay in touch with your existing network, as much as it is vital to keep expanding and adding new contacts. People quickly realize when you are like a butterfly moving from one contact to the next. (b) Linked to this is the recognition to close the loop by keeping your network posted on your interactions with any referrals. (c) Lastly, it helps everyone if you are generous by introducing others to your network. Creating a closed society is not beneficial to anyone. It really has to be a give and take. Six Degrees: What is your next career goal? What do you need to do to get there? Charles: Reinvention is the key to success and through WaveBox, my consulting business, I am developing a portfolio of innovative programs to cover key gaps in the market place – coaching/mentoring of HR Practitioners is an area I particularly enjoy. Another project is around talent management and helping people to grow their careers, which strongly relates to recruiting. Through my networking I developed great relationships with a number of consultants and we are working on a number of projects, all around improving business performance through people. Almost finished is my first eBook on Job Search, which has been commissioned by a career development web site. I would like to spread my time doing consulting, training, speaking and writing, which is why I really appreciate the great feedback from the recruiting community.…; Added by Dave Mendoza at 2:43am on November 16, 2009

Topic: Transcript - Talent Talk Cafe: Week of Nov 10th - Suzy Tonini on Competitive Intelligence: ollow and would appreciate any feedback to know if its something that we should continue to do. So, sit back, grab a coffee and enjoy the conversation! Don't forget to join us and participate in the live Chat each week on Tuesday's and Thursday's at 3pm ET / 12pm PT. Susan Burns Hi Everyone! Stick around for Talent Talk Cafe with Suzy Tonini - topic is compeititve intelligence. Starting in 5! 1:59pm Irina Shamaeva Hi 1:59pm Suzy Hi everyone 1:59pm Maureen Sharib Hi Suzy. 1:59pm Maren Hogan Hey Suzy! 1:59pm Suzy Susan will you be the emcee here please? 1:59pm Susan Burns Hi Irina - Hi Suzy - Hi Maureen - we'll begin in a few 2:00pm Slouch Hey Suzy, Thanks for spending an hour with us 2:00pm Dorothy Beach CI was whart caught my eye 2:00pm Irina Shamaeva I'm Suzy's follower on twitter - enjoy it, very informative 2:00pm Suzy Hi Maureen, Irina, Maren and Jason-nice being here virtually 2:00pm Susan Burns Hello Everyone! Its time for Talent Talk Cafe! Our special guest host today is Suzy Tonini from Deloitte 2:00pm Amybeth Hale Hi Suzy! 2:00pm Susan Burns A couple of things and then we'll get started 2:00pm Suzy Hey Amybeth! 2:01pm Suzy So I'm just going to say one big group hello 2:01pm Susan Burns You can click on Chat in the blue nav bar to pop the chat out and make it bigger and easier to follow 2:02pm Susan Burns Also, if you haven't already heard......drumroll.....Talent Talk Cafe is now on twice a week - Tues and Thurs with 6 fabulous new voices and another one to be announced soon! 2:02pm Susan Burns Our guest host today - Suzy Tonini - is a wealth of information! I learn something from her every week thanks to all her fab tweets! 2:02pm Suzy Cool beans! Can I ask a few questions to your group then? 2:03pm Susan Burns Take it away Suzy! 2:03pm Susan Burns Hi Amybeth! 2:04pm Amybeth Hale Hello Susan :D 2:04pm Suzy BTW:Tweets are 140 chat msgs on Twitter in case you dind't know that by now. One of my fav tools for gathering CI. OK for you TPR'sdo you add value by providing CI to your Clients? If so, what do you provide and what tols do you use? 2:04pm Suzy excuse lame spelling 2:04pm Susan Burns What are TPRs - exscuse the lame acronym knowledge ;-) 2:05pm Jeff Gauthier third party recruiters 2:05pm Susan Burns Thanks Jeff! 2:05pm Suzy Was that too big of a question....?Yes, Third Party Recruiters/Agencies etc 2:05pm Shannon Myers yes and no 2:05pm Eric Gilson We provide CI information regarding salaries to our clients. We use the phone as a tool to gather the information. 2:05pm Jeff Gauthier as a tpr, we share salary/offer info as appropriate from competitors 2:06pm Shannon Myers Agreed more info as related to marketing the position - salaries, benefits, etc 2:06pm Suzy So you wouldn't provide org charts of sorts as an added value? 2:06pm Shannon Myers with names or just to show structure? 2:07pm Suzy well, names are always juicier;-D 2:07pm Jeff Gauthier we would be more inclined to keep that to ourselves 2:07pm Irina Shamaeva We get paid on a contingency basis. I wish we were also paid for providing CI 2:07pm Eric GilsonIt's not that I wouldn't, I just don't currently 2:08pm Kay Hi All, can sombody tell me how do i remove a blog? 2:08pm Paul DeBettignies I share who is hiring, laying off, new products, news not yet out in the community 2:08pm Maureen Sharib I think it's a BIG income area that sourcers can tap into (if they're so inclined). 2:08pm Shannon Myers I think more CI is offered depending on relationship you already have with a client and whether it is for a new position you are recruiting for or more general 2:08pm Kay I mean I posteda blog a couple of days ago now I want to delete it from my page 2:08pm Susan Burns Hi Kay - you can write to Jason through his profile. This is a scheduled chat so they'll be focused on set topic 2:09pm Suzy OK- for corporate recruiters then-is there a CI function w/in your company and do you gather primary research info (phone) and disseminate back to your team and leadership? 2:09pm Kay oops!!! 2:09pm Suzy Thanks Maureen- good point 2:09pm Suzy Paul- that's good stuff you are sharing 2:09pm Dorothy Beach No CI function and yes primary info is given back to team 2:10pm Paul DeBettignies (but I do keep theorg chart to myself) 2:10pm Maureen Sharib CI could be a direct link between recruiting and business devt with outreaches to devt and marketing. 2:10pm Irina Shamaeva Suzy, we work with 2 of your competitors and our relationships with them are good very structured. 2:10pm Irina Shamaeva good but 2:10pm Dorothy Beach Most companies aren't organized to receive much from Recruiting( 2:10pm Suzy Dorothy-can you expand on that thought? 2:11pm Maureen Sharib Most companiesdon't tHINK about what information recruiters and sourcers come across on a daily basis... 2:11pm Paul DeBettignies or that it is as valuable as it is 2:11pm Maureen Sharib Zakly 2:11pm Susan Burns Often recruiting doesn't offer up the info to the right people though - they have to take the lead sometimes 2:11pm Dorothy Beach I meant as far as CI is concerned. 2:11pm Susan Burns If you have the knowledge but don't share it ....who would know to ask? 2:11pm Suzy Yes- so in essence a structured CI function that works hand in hand with recruiting would be ideal, correct? 2:11pm Maureen Sharib They don'tknow howtohANDLE the information for the most part - how toact on it - a lack of criticalthinking IMO 2:11pm Paul DeBettignies yes 2:12pm Irina Shamaeva Yes 2:12pm Eric Gilson I guess that we do provide information on some of our clients competitors. Which verticals or horizontals consulting firms seem to be hiring in. But I would hope that they would already know who they are competing with out there? 2:12pm Suzy Eric- you'd be surprised 2:12pm Paul DeBettignies I know of a big company here in Mpls that calls it the rumor mill. They ask recruiters to pass on any information they ehar about to the VP operations 2:12pm Dorothy Beach No place in an ATS that can capture it and then be serached for - it miiht be illegal to even put it in there? So where to put it? 2:12pm Maureen Sharib My thots zakly Suzy! 2:12pm Susan Burns Suzy - how do you see CI intersecting with workforce planning? 2:12pm Eric Gilson SAP for example.... 2:13pm Suzy Paul- well, that's innovative! 2:13pm Maureen Sharib Illegal? 2:13pm Paul DeBettignies nothing formal, just pass it on 2:13pm Suzy Susan- can you maybe rephrase? 2:13pm Maureen Sharib Big audience today Suzy! 2:13pm Suzy HA! Thanks Maureen 2:14pm Susan Burns As you see CI working closely w/ the recruiting function do you also see it working closely with the workforce planning group or person? 2:14pm Eric Gilson How do you use and distribut CI internally Suzy 2:14pm Suzy Dorothy- hmm...yes, good point. ATS might not be the spot for CI-perhaps a newsletter? 2:15pm Suzy Eric- that's for me to know and for you to find out:-0 2:15pm Dorothy Beach I am thinking of risk for a company to let that out - advice on how to handle that kind of info? 2:15pm Susan Burns Suzy - are sharepoint sites being used too? 2:15pm Dorothy Beach Adding this info to a Sharepoint site that has hiring manager access? 2:15pm Suzy Susan- I see CI being used pretty much in all functions of a company. Yes, I've heard of internal Sharepoint sites being used 2:16pm Shannon Myers I would think some CI would be vital to attracting/retaining talent and has to be discussed somewhere 2:16pm Susan Burns what about CRM? Could it be set up to manage the info as well? 2:16pm Suzy I would like to hear fromothers on Dorothy's question...? 2:16pm Irina Shamaeva Suzy, we talk about CI and hopefully we all understand it similarly - but would you mind saying a definition, or listing items? 2:16pm Dorothy Beach You mean CRM like Salesforce that others have access to? 2:17pm Suzy Irina- competitive and business intelligence- what your competitors are doing, hiring, firing, planning on doing, salaries, benefits etc 2:17pm Dorothy Beach Before I forget there is Paul Houston - from SCIP - who specializes in Recruiting and CI 2:17pm Susan Burns Dorothy - yes but access can be protected if needed/desired 2:17pm Irina Shamaeva Thanks 2:18pm Suzy Paul Houston- well check him out- I too am amember of SCIP 2:18pm Suzy Society for Competitive Intelligence Professionals 2:18pm Suzy So how does your company leverage CI to source candidates? 2:19pm Suzy And- when does gathring CI become unethical, in your opinions 2:19pm Dorothy Beach Right now it is the simple stuff - layoff reports, industry reports, analysts reports ... 2:20pm Susan Burns Suzy - do you like what LI is doing with the corporate beta project - is it a good CI resource? 2:21pm Irina Shamaeva We know the competitors and what they are good at so look for candidates there; know when they are about to layoff or are being acquired etc 2:21pm Paul DeBettignies I found staying within my ethics is simple. I always ask people, "what do you know" 2:21pm Dorothy Beach If you go to a new employee and he/she is apporached about their last company but doesn't want to talk about it - the recriter/CI person might push for info too hard - then it might be unethical 2:21pm Paul DeBettignies rarely have to dig further although I may be missing the "really" good stuff 2:21pm Suzy I like what LI did very much- it's not 100% but it certainly gives you som good basic data to work off of 2:22pm Susan Burns Curious - if your working with a prospect that easily offers up info - how do you feel about presenting them to a client? 2:22pm Susan Burns the person that is who just disclosed a bunch of proprietary info ;-) 2:22pm Dorothy Beach Not sure what the corp beta project is? 2:22pm Eric Gilson I would coach him to be a little more tight lipped 2:22pm Suzy I like yuor approach Paul-keep it simple 2:23pm Susan Burns Dorothy - click on a company name in someones profile and you'll see 2:23pm Suzy Agreed with Eric 2:23pm Dorothy Beach Oh you mean the link for company info - yes very interesting and could be expanded 2:24pm Suzy I'm curious- oes your company try to obtain CI from new hires and is that process established? 2:24pm Susan Burns Good question Suzy! 2:24pm Suzy This would be for corporate recruiters 2:24pm Dorothy Beach Not established - 2:24pm Eric Gilson If I was internal, I was ask each new hire for a list of the best people he/she has worked with over the last few years. 2:25pm Eric Gilson every hire 2:25pm Suzy Good one Eric 2:25pm Dorothy Beach Corporations have a hard time just getting employees to put profiles into the address book! 2:25pm Susan Burns When I've seen it done its more informal and inconsistent but should be an established part of the on-boarding process like asking for referrals 2:25pm Dorothy Beach It seems it takes a lot to get info from new employees - maybe because they stress about on-boarding. 2:25pm Amybeth Hale When we hire new people, we use that opportunity to get referrals for hires 2:26pm Shannon Myers Dorthoy - LI is using data from LI users and updates from Capital IQ to be able to show who is where coming and going if you click on some of the companies - still in devp't 2:26pm Amybeth Hale and often in that process we discover good CI nuggets :) 2:26pm Susan Burns Amybeth - how are the CI nuggets shared 2:26pm Amybeth Hale Such as if our competitors do investment hiring, if they've recently had hiring frosts, or perhaps certain areas of their business where they are ramping up (potential new client gains) 2:27pm KarenM / Hirecentrix.com question, does anyone ask if there the candidate signed any non disclosures before asking questions? 2:27pm Suzy That would be a good question, Karen! 2:27pm Susan Burns Karen - would also expect that has come up prior in the hiring process 2:27pm Susan Burns or previously ;-) 2:28pm Dorothy Beach Oh yes, especially in an Exec Search Practice and if the search is confidential 2:28pm Suzy I would asume any self-respecting hiring manager/recruiter would do that 2:28pm Jason C. Blais How much time and how often do people engage in CI activity? 2:28pm Amybeth Hale Precisely. Those things are determined going through the hiring process to begin with. 2:28pm KarenM / Hirecentrix.com another question, then, the candidate has said agreement, and they expose information, what would you do as the recruiter or hiring manager? 2:28pm Suzy Jason: it can be a full-time job or it can be an extension of your recruiting -ask probing questions 2:29pm Susan Burns Amybeth - can u share more about how the info gathered is put to use.....shared with key people..... 2:29pm Eric Gilson My HM's have shot a guy down for this when the info shared was actually public knowledge 2:29pm Jason C. Blais (sorry I'm late to the table- I was at an HR meeting acquiring CI from Corp HR Prof's and Consultants) 2:29pm Susan Burns Suzy - can it overlap with a sourcing strategist role too 2:29pm Eric Gilson yeah yeah 2:29pm Susan Burns So, Jason - you have lots of new CI to share with us then ;-) 2:30pm Suzy Susan- yes indeed Sourcing and CI should go hand in hand 2:30pm Amybeth Hale I'm just a simple researcher. I share what I learn w/ my manager and let him decide what to do with it. 2:30pm Susan Burns Amybeth - u underestimate yourself ;-) 2:30pm Jason C. Blais (reading my ethics and morality book now, trying to determine whether it's okay to share, and if so how) 2:30pm Eric Gilson How about TPR using CI to attract passive candidates? 2:30pm Suzy Amybeth: you are NOT just a simple researcher @:^) 2:31pm Dorothy Beach You mean Eric about the company they are in? 2:31pm Susan Burns Seriously Amybeth - I could see u developing a secret insights book each month that goes to the Board! 2:31pm Eric Gilson "I hear that your current company lost that account or is about to...." 2:31pm Eric Gilson yes 2:31pm Suzy To Karen's point: what would you do if candidate has NDA and exposes info anyway...and the answer is? 2:31pm Jason C. Blais I'd like to hear more about what is done with the CI once you have it- white papers? Meetings? Strategic implementation? newsletters? 2:32pm KarenM / Hirecentrix.com jason that is a good one, and also to add to that, what does your company do to protect themselves if they become privy to info they may not have 2:32pm Suzy Jason- I beleive all of the above would be an ideal mix 2:32pm Susan Burns Suzy - re last Q - (a) shouldn't ask out of respect but (b) if they share I'd say bad hire! 2:33pm Suzy OK- one of MY fave topics- what tools do YOU ue to uncover CI?? 2:33pm Susan Burns Many companies have written policies stating that the information can not and should not be used and its grounds for separation 2:33pm Amybeth Hale When we are made aware, either through a tip or a public press release, that a target company has started rounds of layoffs, the other researcher and I set about looking for individuals who work for that company, gather their contact information, and pass it to our recruiters or do initial outreach to them. 2:33pm Dorothy Beach Yes, what is professional in manner? Especially if candidate is to go to a high position 2:34pm Jason C. Blais If there are public layoffs, isn't it appropriate to contact the HR at the location and offer to help with career transition? 2:34pm Susan Burns Suzy - before we go on - wondering if it would be helpful to discern between CI that is appropriate to collect and share and CI that is not appropriate to collec and share 2:34pm Dorothy Beach Now see I have gone straight to the outplacement companies to ask what titles for example are being released 2:34pm Dorothy Beach What the timing is 2:35pm Susan Burns Jason - YES! 2:35pm Dorothy Beach Usually someone in HR in the targeted company that is laying off will tell you which outplacement firm they use 2:35pm Dorothy Beach The onlycompany I haven't been able to get that from was P&G 2:35pm Dorothy Beach But I got it from other sources 2:36pm Suzy Well appropriate is A)anything that is on the internet (for the most part) is fair game and can be shared and B)inappropriate- I guess I don't know since I've never gone there! 2:36pm Dorothy Beach so one should search th einternet before disclosing? 2:37pm Susan Burns So, is information shared during conversation appropriate if its simply offered up and there is not an NDA 2:37pm Jason C. Blais we work with ouplacement firms, to provide "online job hunting tips" to those outplaced. Often they haven't searched for a job in quite some time. As a job posting service, we know we have had exposure to a group from a certain background, and our sales calls other companies to sell access ot our RezDB. Is that commonly agreed to be appropriate? 2:37pm Irina Shamaeva Suzy - what is you get somebody's password to a closed source? 2:37pm Susan Burns I guess there is also a fine line between legal and ethical. Recall hearing of someone getting a hold of a doc online that should not have been available - do you use it or not? 2:38pm Suzy Irina- that sounds un-ethical to me if I hear you correctly 2:38pm Jason C. Blais A little bird told me? 2:38pm Dorothy Beach It seems to me Susan that happens less and less often 2:38pm Amybeth Hale Who's the one to determine if the doc should/should not have been available? 2:38pm Eric Gilson I use Jason's line 2:39pm Suzy Jason & Eric- and that actually flies as an answer? 2:39pm Dorothy Beach so how does one reveal sources of information that might be delicate? 2:39pm Eric Gilson example: A candidate tells me the name of their best Client Partner. I ask if I can use the candidate's name when contacting them. They say no. 2:40pm Jason C. Blais:-! not exactly. Though sometimes the value of the information will bend people's sense of ethics..s 2:40pm Susan Burns AMybeth - in the ex I shared - it was part of an SEC filing for a financial inst - full org chart with names and titles 2:40pm Jason C. Blais ..so i try to avoid those situations as best as possible. 2:40pm Jason C. Blais susan- wow. 2:41pm Suzy And Susan- how did you know it wasn't supposed to be up? 2:41pm Eric Gilson I don't come out and say a birdy told me, what I tell them is that their name was given to me by a individual that I am currently assisting in a confidential job search. 2:41pm Susan Burns Suzy - don't know for sure but it was requested with the filing and I would expect the company did not anticipate it to be an accessible document 2:41pm Eric Gilson Your name came up as someone who is very good at what they do. ALl I can say is that I will offer you the same level of confidentiality that I offer all executives that I engage with. 2:42pm Maureen Sharib full org chart with names and titles That's unusual in an SEC filing. ALL the employees? 2:42pm Dorothy Beach A SEC file not accessible? 2:42pm Eric Gilson and yeah. That works everytime 2:42pm Susan Burns May be more common now with SOX - not sure 2:42pm Jason C. Blais I'm trying to build more CI into our company. I am a member and on the board of HR associations. I attend trade and chamber activities. I build trust and gain info and insight. 2:42pm Susan Burns Maureen - not all but a lot! 2:42pm Dorothy Beach Ohhh - something to look into... 2:43pm Susan Burns Suzy - I think we got off track - you had another question for us 2:43pm Jason C. Blais I become very wary of handing that intelligence to our sales team, as I don't want to burn bridges. We need the info, but have to be tactful on how we use it. 2:43pm Suzy Jason- that sounds like a very good path you're on 2:43pm Irina Shamaeva Someone told me recently that examining source code for web pages is not right, you agree? 2:43pm Jim - medXcentral jumping in late again.. sorry. 2:44pm Amybeth Hale Isn't source code considered to be public domain? 2:44pm Suzy My question was: what tools & techniques do you guys use to gather useful CI? 2:44pm Eric Gilson The telephone 2:44pm Amybeth Hale I love press releases personally - online paper trails. One usually leads to several others 2:44pm Suzy Irina- why is that not right? If anyone is able to view them... 2:44pm Jason C. Blais In a previous life, I worked for a travel broker that guaranteed loweest rates. 2:44pm Maureen Sharib I have allowed my thoughts to wander -my mind to drift - here: If a corporation is a public entity then doesn't the "public" (who holds stock) deserve to be privy to the employee info? I know it's a pipedream...a fantasy...but it sure would be nice! :) 2:44pm Jason C. Blais There was a whole dept devoted to calling all our competitors every day and filling a spreadsheet with rates 2:44pm Dorothy Beach Usual stuff - SEC filings, websites, blogs, LinkedIn sometimes, etc 2:44pm Susan Burns Twitter, LI 2:45pm Irina Shamaeva Say on zoominfo you can view source of your results and emails will not be truncated, easy to get all at once, like cheating 2:45pm Suzy Maureen- nice dream for sure!! 2:45pm Susan Burns Maureen - guess it comes down to intention. Transparency is very good but protecting assets protects the shareholders as well 2:46pm Jason C. Blais Old school but effective. Now there is much more activity on the web, but it's become less reliable. Published info, particularly on the web will always be tainted with spin.. 2:46pm Suzy I'm sure RSS feeds are used as well-I like to be on top of things and disseminate to my team ASAP 2:46pm Susan Burns Ultimately - if ee are happy, engaged and taken care of they won't leave. if they want to leave its only a matter of time 2:46pm Jason C. Blais Suzy, do you think more people should have access to CI tools like RSS feeds, or fewer? 2:46pm Susan Burns RSS is going wild - although I heard it may peak at 11% usage 2:47pm Susan Burns Suzy - do u by that # - 11% of Internet users will take advantage of RSS 2:47pm Suzy Jason-it takes a certain type of info-maniac to really stay on top of things, but yes people should have access to RSS feeds by all means! 2:47pm Suzy I know- not that many RSS users kind of boggles my mind- just gave a webinar on setting them up etc 2:47pm Jason C. Blais I mean to say: will productivity suffer from analysis paralysis? Too much time in research, not enough time in action? 2:48pm Maureen Sharib Is there a single most important piece of CI? 2:48pm Susan Burns Jason - good point - comes down to roles and structure to take advantage of it 2:48pm Suzy Jason-that is why Internet Researchers such as Amybeth and I are of great value-let us do the legwork 2:48pm Susan Burns Maureen - do u mean of the data collected or of how its used? 2:48pm Dorothy Beach Yes, how to manage it all - I think you have to try enough venues to understand what gives most pointed info and then cut out all the rest 2:48pm Maureen Sharib The data collected. 2:49pm Susan Burns Suzy - this really emphasizes the importance of how a recruiting/talent function is structured. Much more sophisticated to then previously 2:49pm Charles Bretz Suzy, any tips orbest practices for compiling and sharing your CI - what about storage and access 2:49pm Suzy Thanks Susan- very true. 2:49pm Dorothy Beach Goof Q Maureen - is there such a thing as a single best CI site/blog/whatever? 2:50pm Amybeth Hale Jason: agreed w/ Suzy. Professional researchers know what to do with the mountains of information that would be daunting to most people. It's good to have people like us on staff to filter through these important bits of information. 2:50pm Jason C. Blais In our business, I am the funnel for info from blogs, associations, networks, RSS feeds, etc, for the higher level strategic data collection. We turn that data into seminars accredited by HRCI, offer the seminar, build trust, get leads. 2:50pm Maureen Sharib Or what piece of CI is most valuable? Any opinions? 2:50pm Jason C. Blais However, our sales managers spend a % of time on sales CI... 2:50pm Suzy Charles- well hello there! Ideally, a corporate social networks comprised of RSS feeds, blogs and wikis would be the best way to disseminate CI- IBM has something really good up and running w/even a Twitter like function 2:50pm Susan Burns If someone is on IE could you try and copy the chat stream and send me a doc. I can't get it with Firefox or Safari 2:50pm Dorothy Beach So would a CRM typically used by sales people be a one stop shop? 2:50pm Jason C. Blais Charles- I'm interested in the same- storage and dissemination 2:51pm Amybeth Hale Suzy, do they use Yammer? 2:51pm RecruiterGuy Video for my friends here on RBC... http://www.recruitingblogs.com/video/recruiterguy-the-what-before 2:51pm Amybeth Hale Yammer not has groups you can moderate w/i you company. Great way to get info quickly to large, or small, groups of people 2:51pm Susan Burns Dorothy - to some degree - yes, what biz dev and sales is putting into the CRM it could be very informative 2:51pm Jason C. Blais Susan, I can capture this stream on Firefox. Highlight the first line. Then hold the shift and click on the last line, copy paste 2:51pm Maren Hogan oh good I was gonna say that Chris just put up a really cool post on slicin g and dicing the RSS feeds you get 2:51pm Suzy IBM uses something proprietary called Beehive I beleive-I've tried Yammer- it's OK 2:52pm Susan Burns well thank you Jason! 2:52pm Susan Burns Jason - still can't get it but I'm on a mac - is that why 2:53pm Susan Burns Suzy - is beehive avail outside of IBM or proprietary in dev and use? 2:53pm Suzy Maureen- as far as best piece of CI-all relative to your company... 2:53pm Jason C. Blais I'll get it at 4... though I only came in at 3:12, so missed some. I'll send it to you 2:53pm Charles Bretz I can copy and paste the thread. who should I send it to? 2:53pm Suzy Susan- Beehive is their internal twitter tool 2:53pm Susan Burns thanks Charles - talentsynchronicity@mac.com 2:53pm Charles Bretz You'll have it at the end 2:54pm Susan Burns You data junkies (me too btw) may also be interested in a new book called the Numerati on how companies, esp IBM, are using data to make a lot of decisions about team structure and project deployment - some good internal. Not sure how much may be CI related but possibly Suzy Thanks Susan- will look into it 2:55pm Susan Burns Suzy - do you have any closing thoughts or last questions 2:55pm Amybeth Hale Numerati was recommended to my by a prominent analyst relations professional as well. As you are the second person to recommend it, I guess I should go buy it :) 2:55pm RecruiterGuy Susan seriously?? By BAker? 2:56pm Suzy BTW- I thank all of you for being here and chatting and I hope it was all worth your while 2:56pm Susan Burns You can read an excerpt of the book in BusinessWeek - or Newsweek - forget which one 2:56pm Eric Gilson Stay happy Suzi. Thinking about you guys! 2:56pm Jason C. Blais I'm glad to know that CI is blossoming and i'm on the right track! 2:56pm Jason C. Blais THanks 2:56pm Suzy Thanks Eric- it's gorgeous out here and you need to come visit 2:56pm Eric Gilson Keller was last night! 2:56pm Eric Gilson I didn't go 2:57pm Susan Burns Suzy - this has been a great chat! Thanks much for all of your insight! I know this was a tough day for you with the loss of your dog and appreciate you spending time with us 2:57pm Suzy Aww-thanks Susan- it was a good distraction 2:57pm Susan Burns Thanks everyone for joining Talent Talk Cafe today - lots of great insight about CI, the value it brings and how to navigate some sensitive areas…; Added by Susan Burns at 1:16am on November 14, 2008

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