Search Results - understand

Blog Post: How New Technology Is Changing The Way Companies Train Millennials?: The generation gap between baby boomers (including births between 1946 and 1964, according to the team at DevelopIntelligence) and millennials…; Added by Jefrey Lutz at 6:45am on February 15, 2017

Blog Post: Recruitment Strategy Development - Impressive Interviewing: You can imagine what a daunting task it is to write a blog on a topic that has generated enough books to pave the way from St. Louis to San Diego. However since this blog is another in the series of…; Added by Bill Humbert at 2:30pm on October 5, 2009

Blog Post: Leadership is action! It’s what you do that counts, not what you say: Added by Greg Savage at 9:24pm on March 8, 2010

Blog Post: Building a Social Media Recruiting Strategy - Full Time!: Added by Stacy Van Meter at 4:58pm on August 20, 2010

Blog Post: Recruiter-candidate relationship Q & A: Added by Samantha Poliseno at 1:52pm on December 7, 2010

Blog Post: Candidate Experience: Why should we care?: If you are in the recruiting profession, it’s hard to get away from the…; Added by Chris Brablc at 11:50am on July 10, 2013

Blog Post: Remote Recruiting and Hiring Success: A How-To Guide For Recruiters in 2021

Americans, with confusion and uncertainty bubbled up inside of us,…

Added by Rakuna at 2:21am on October 24, 2021

Topic: Meet Ryan Phillips, TalentBridge's Sourcing Sorceress Accurate As A Beretta: the company of a solid team of mentors, one gets introduced to talented individuals. Occasionally, I am in a position to offer these introductions resources where merited that bring shine to those diamonds in the rough. I have seen quite a bit of shine within the team at Talentbridge, and one person in particular, Miss Ryan Phillips, makes me want to wear sunglasses whenever we speak. Why? For someone without formal training, and relatively few years experience compared to other colleagues who have made an impression within a recruiting team - Ms. Ryan is a walking, talking, sourcing example extraordinaire of what JobMachine webinars can do to advance their skill set. Often I stated that my best students have had no prior industry experience but perhaps, be it that they have no existing habits to restrain themselves from, they are keen to starting right and focused from the beginning. In this case, Ryan is a Shally and Glenn devotee I cannot claim credit for, but nonetheless I have taken a keen interest in her success. Yes, JobMachine can take much of the credit for her advanced knowledge base, but the desire to learn and keep up to date cannot be understated. Ryan Phillips has that enthusiasm for sourcing I see in my daughter's eyes on Christmas morning. I would dare say, sincerely, that her capabilities equal a recruiter with five to ten years experience based upon the quality of resumes and spreadsheet sourcing I have witnessed first hand. I saw something sparkle in her and today I want you to put your shades on and shake virtual hands with my friend, Ryan Phillips. Q&A with RYAN PHILLIPS Six Degrees: Tell us of your home world. RYAN: I am an engineering recruiter for Microsoft’s Core Operating System Division. I have been in a relationship a great guy for just over 2 years and am very happy. We have a small toy poodle named Ozzy that was a Hurricane Katrina rescue animal and he has been interesting to say the least; however he’s cute and we love him. Six Degrees: What brings pleasure to your life outside of your professional life as a sourcer RYAN: I am an amateur sporting clay shooter, or at least starting to be. It is my most latest hobby and I just recently bought my first 28 gauge Beretta. My boyfriend has been shooting for most of his life and brought me into this very addicting hobby in the last year. We have been traveling to several events and also are members as the Coyote Ranch Sport Clay Shooting Club in Morgan Hill, CA. I am also an AVID traveler. I love international traveling and was a Linguistics major in my undergrad. I speak Spanish fluently and quite a bit of conversational Japanese. I moved to Japan for a year right after graduating from college with my Bachelor’s degree. My favorite trip thus far though has been to Israel. I love foreign language and foreign culture. I also love fishing and have being finishing since I was about 4 years old with my dad. Six Degrees: Tell us about your work on behalf of TalentBridge servicing Microsoft? RYAN: I work for TalentBridge, an engineering retained search division of TAC Worldwide and our team is devoted 100% to Microsoft. TalentBridge was retained to augment the recruiting staffs of three divisions, and tasked to fill positions with highly skilled software engineers not previously identified by Microsoft recruiters. My main responsibilities are finding highly desired passive candidates for high level engineering position within the Core Operating System Division of Microsoft. Six Degrees: What do you like best about your current position? RYAN: For about the last 2 years I have been recruiting nearly 100% for engineering positions. Recruiting engineers is an exciting day everyday for me as I am constantly meeting people who are passionate about creating new and advanced technology. I have met engineers that have not only worked on technologies that exist within my own home but that have also changed the lives of others. I have met an engineer that worked on the PS3, and another that helped created the Tomb Raider game series as well as one that was the lead on Intel’s wireless trusted platform. I know another engineer that worked on the very first LIMO (Linux for Mobile) cell phone and another that worked on the very first TIVO DVR as well as the program that allows you to view Netflix film on-demand online. I placed an engineer that helped created the very first insulin inhaler and I know engineers that have been working on developing printer drivers since there were those small holes in the side of the paper. All of these things are important in the advancement of technology and it is a pleasure to meet and recruit these people to inevitably further their careers and the further advancement in technology as a whole. Six Degrees: How many years have you been a recruiter? RYAN: I have actually not been in Technical recruiting very long as prior to living in the Bay Area I worked for Blue Shield of California. I have just over 2 years here in the Bay Area. Six Degrees: How did you get started as a recruiter? RYAN: I was kind of thrown into having to recruit while working for Blue shield. That was not my original position. I realized it was something I really enjoyed and a co-worker urged me to seek out a technical recruiting position in the Bay Area to move forward in my career as at that time I was working on my Master’s Degree in a technology field. Six Degrees: What single event had the most impact on your sourcing/recruiting career? RYAN: Learning how to REALLY use the internet to work for you! There are so many great tools on the internet and it is so easy to connect with great engineers without having to actually see their resumes or find an actually resume. Blogs are great place to talk to people who are experts in specific technologies. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? RYAN: I would have to say my best friend. She has been very encouraging and always telling me about new things she find as well. She doesn’t give up on even the most un-fillable purple squirrels and she has in fact filled quite a few of those in her recruiting times. Six Degrees: What is your next career goal? What do you need to do to get there? RYAN: The most important thing to me is sharing what I know with others to help make them successful as well. It makes me feel good when I can teach others what I have learned. With that, I hope to one day be a sourcing trainer as I feel that even over the last few years I have learned more about the sourcing aspect of recruiting than anything else. Even when I get the most difficult requirement in front of me, I am able to research and find a path to the perfect candidate to fill that role. I love sourcing and as I love to learn new things and I also enjoy being able to give those things back to others in return to ultimately help make them successful as sharing your success is what really shows your have accomplished something. In order to achieve my future career goal, I need to continue to gain more knowledge of sourcing and research; however also I need someone to grant me this opportunity. I really feel that when the time is right that this perfect opportunity will be put in my path for me to stumble upon as I have found in each past opportunity that there was a reason I was put there and I have gained something from each past opportunity that has further made me successful. I am happy with both my past achievements and failures as they have both given me knowledge to become more successful and creative as a recruiting professional. Recommendations For Ryan “Ryan is a fantastic recruiter that actually understands the art of engineering and what differences exist in the world of engineering. After dealing with many recruiters that were simply trying to match one or two keywords, it's refreshing to see that someone like Ryan exists who can see the entirety of what professionals candidates bring to the table. Even if you are not looking, I would highly recommend a conversation with Ryan as it would be inviting and refreshing to speak with someone on the same level.” July 9, 2008 Arun Gupta, Technical Marketing Engineer, Panasonic “Ryan was great to work with and very good at what she does. I highly recommend her and would be happy to work with her again.” May 12, 2008 Adam Carrillo, QA Engineer, Panasonic “Ryan is an outstanding recruiter with exceptional knoweldge, eXtreme Contacts, ability to make sure both client and applicant are in a win-win situation, and, she has unlimited energy. She stays with the recruiting and the hiring process until and unless it is 100% complete.” October 29, 2007 Bruce Razban, President/Founder, Razban Internet International (RII) “Ryan is a fantastic recruiter and, moreover, representative for Artizen. She went above and beyond the call of duty to help me matriculate into my new workplace.” October 5, 2007 Saundi Wilson, Research and Development, Panasonic “Ryan is a rarity in the recruiting world. She is willing to go above and beyond to assist clients and recruits; to the extent of working after normal business hours and weekends and is always available and a quick phone call away. Thanks Ryan!” October 2, 2007 Terry Bowdell, Controller, Urigen Pharmaceuticals, Inc “Ryan has been identfying contract work for me since the beginning of 2007. Her ability to find the opportunities whether presented straightforward as a contract opportunity or through creative discussions with her clients has been very impressive; show casing her ability to be not only a good Account Executive but a great Business Development person as well. I've found her to be a consummate professional at all times and a conscientious client service manager making sure the client's needs are always met.” September 11, 2007 Michael Bubenyak, Compensation Consultant, Independent Contractor “Ryan is a great recruiter. She is very hands on and takes the time to always be available. I love working with her and wish all my dealings with recruiters could be as nice as my experience working with her.” September 10, 2007. Top qualities: Great Results, Personable, High Integrity Nancy Chestnut “Ryan is energetic, dedicated and fun to work with.” August 31, 2007 Khaled Amro, PMP, CEO & President, AmroSoft, LLC “Ryan is an excellent driven and innovative recruiter; she is excellent team player with a quick mind and she was highly successfull when we worked together. Ryan was always quick to give praise, help others with any technoclogies or process they did not understand; she will be an excellent value to any organization she joins and I hope we can work together in the future! Mikaela Smith, Senior Recruiter, Netpolarity “Ryan develops tactical sourcing strategies, solutions and campaigns aimed at generating candidate flow that meet overall recruiting goals. She is pleasant to work with, professional, ethical and loyal. Ryan is a great asset to any organization.” April 17, 2008 Souny Sinwongsa, Sr. Recruiter, Talent Bridge…; Added by Dave Mendoza at 1:24am on September 15, 2008

Topic: Meet Rob Wetzel, Recruiting Operations Manager & Three Decades of Staffing Innovation: eries please click here. • Rob Wetzel • Recruiting Operations Manager, Compucom • Rohrersville, MD • RecruitingBlogs Profile • Linkedin • Facebook • Email Rob Wetzel has served for nearly 3 decades as a strategic thinker and results driven staffing manager providing best in class recruiting innovations. His career has reflected an expertise in technology as it relates to recruiting processes, identifying talent and deploying Talent Management Systems. Rob has been responsible for creating and implementing the strategy to acquire 800 – 1,400 employees per year within North America. He partnered with business leaders across the company to understand their needs and deployed a strategic staffing solution which improved the retention rate by 35%. He created workforce planning to help forecast future talent needs, talent availability, areas of potential talent problems, and retention. Rob developed a new career website for US and Canada to focus on employment branding and talent cultivation which became the focus to show Getronics as a “best-in-class” employer and was highly recognized by Recruiting Roundtable. His contributions in ATS design and implementation led to major enhancements which increased ROI and enhanced recruiter performance by 40%. Rob was responsible for innovations in multiple system reports to build a metrics dashboard to reflect Recruiter performance, Hiring Manager performance, time to fill, time to interview, cost per hire, cost per source, etc. Q&A with Rob Wetzel Six Degrees: Tell us of your home world. Rob: I’ve been married to my wonderful wife for 27 years. We live in Maryland and have been blessed with 3 magnificent kids. It’s hard to believe they really aren’t kids any more. Our oldest daughter is successful in her career as a VP within her division. She has 2 sons that really keep us young. When my oldest grandson came home from his first day as a 6th grader, I asked him if he was smarter than a 5th grader. His response was “real funny Pap”. My younger grandson loves for me to do magic tricks for him. Our middle age daughter took up the Nursing route and works at our local hospital. She works crazy shifts and sometimes puts in 16 hours a day. She was a tom-boy growing up and played softball in high school and college. Our son is a Sophomore at West Virginia University where he is in the drumline. We enjoy attending the home football games to watch him perform. He is double majoring in Forestry Resource Management and Wildlife and Fisheries Management. He loves anything outdoors, especially hunting and fishing. Over the years, I have enjoyed building various additions to our home on my own. We have a 12 yr. old German Shepherd, a 5 yr. old pound dog who is a black border collie, and my daughters Jack Russell who has way too much energy. We also have 6 pigmy goats that everyone loves to play with. My wife and I have been very involved in all of the activities of our kids. Our daughters were selected to cheer at different Pro Bowl games in Hawaii. I coached baseball, basketball, and soccer when my son played. He also was the drum/percussion captain in our HS band. Although I’m very competitive in nature, I am a good sport. My wife tells me that I have a lot of patience, especially when things don’t always go right. I’ve learned through the years how to handle the bad with the good. Six Degrees: What do enjoy doing on your time off? Rob: I enjoy sports, the outdoors, and building/fixing things. Each year I look forward in going to the beach and hunting with my son. The family loves to travel and a few years ago we decided to take a month to travel out west. We logged just a little over 7,000 miles in our camper. It was amazing to see some of the beautiful sights of nature in person. For 10 years I was president of our local high school Athletic Boosters and my wife was secretary. I am very involved in my church and currently function as the Building Chair of a new $1.9 M facility that we are adding to our current structure. My wife and I were Youth leaders for many years. I am also a Certified Lay Speaker and have shared sermons at our church as well as other congregations. We are involved in “Partner’s In Hope” which is part of St. Jude Children’s Research Hospital. We look forward each month to receive an update on each child we are helping to battle that ugly 6 letter word “CANCER”. It’s gratifying to be able to help make a difference in another person’s life. My family has also been doing “Volunteers In Missions” work for 16 years with our church. We help to rebuild homes for those who have lost their homes usually by hurricanes or flooding in many states. The past 3 years we have gone to Mississippi and Louisiana in helping to rebuild from the disasters from Katrina and Ike. Six Degrees: How many years have you been in the staffing industry? Rob: I have been in the recruiting world for 29 years. Six Degrees: How did you get started as a recruiter? Rob: Since my dad owned an agency, he persuaded me to try it out for 6months. My first impression was why would I want to do this type of job and had the feeling that I wasn’t going to like it. My college education was leading me towards computer programming. After a few months I was surprised that I started to enjoy this profession and looked forward to talk with people and to figure out what made each person tick. As I look back on my interviewing techniques, I think I started doing behavioral interviewing on my own before I even became certified in it many years later at GE. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Rob: Early in my career, I helped to coach an applicant that had just moved to the states. This person was very intelligent and just needed a chance to prove herself. I worked hard in trying to find her an opportunity where she could grow with a company. After several months, I placed her with a Fortune 500 company. A number of years later, I ran into her and found that she was a Sr. Mgr. of a large technology group and was looking to fulfill a large development contract which she had out for bid. I would like to think she awarded this contract to me because I helped her out earlier in her career. She mentioned that she knew I would work hard on the project and felt comfortable that I would complete it on time. I did deliver the project on time and within budget. I have recognized over time that when you go the extra mile to help others, it always comes back tenfold. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? There are a few mentors out there, but I think I really gravitated to Jack Welch’s philosophy when I worked for GE. He communicated regularly that he wanted people to think outside of the box. I know that is an old cliché but I find myself one of those people. I’m always trying to streamline a process, increase the ROI, or finding a way to use technology to enhance productivity. Six Degrees: Tell us about your contributions in your various roles throughout your staffing career Rob: For many years I was the Recruiting Operations Manager at Getronics which recently was acquired by Compucom. My recruiting organization was honorably mentioned at ERE’s Excellence Award ceremony for “Most Strategic Use of Technology” and “Most Innovative Recruiting Process or Departmental Solutions”. I strived to make sure we had the best processes available within the recruiting organization. I enjoyed finding ways to make recruiting more efficient especially when we hired between 800 to 1,400 employees per year. I have about 15 yrs experience in developing, redesigning, and implementing several Applicant Tracking Systems. I also have served on the Advisory Board for several Talent Management companies. I enjoy mentoring my staff and working with senior management to create strategic plans to fill the staffing needs of the organization. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Rob: One of the areas is social networking. Many people have been using sites such as Linkedin, Facebook, Myspace, Twitter, etc. As more people continue to use these social networks, the dynamics in recruiting will continue to evolve as well as technology. These social avenues provide more opportunities to build larger networks and to tap into higher level forum groups. Six Degrees: Have you participated in speaking events, publications, or other recognitions where you have you represented your company: Rob: Spoke at the ERE convention in San Diego a few years ago regarding “Maximizing Your Metrics Across the Organization”. I mentioned earlier of the two awards we received from ERE which were “Most Strategic Use of Technology” and “Most Innovative Recruiting Process or Departmental Solutions”. Recruiting Roundtable also recognized Getronics recruiting website as “Best In Class” in 2006 after we spent time upgrading our branding presence. Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience? Rob: I worked for an agency a long time ago that started to use 90 second video clips on Program/Project Managers. We would invite them in and shoot a 90 second bio clip that we would share with our clients. One client that I visited had just upgraded from the old Beta tapes to VHS. Unfortunately, when I met with several VP’s to review these candidates profile, I realized very quickly that I couldn’t share the videos because I had Beta tapes. Lesson learned was to be better prepared to meet specific requirements of today’s ever-changing market. 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. Rob: Integrating talent management modules within one application. Many companies today have multiple applications (onboarding, workforce planning, performance management, etc.) from different vendors and are having major issues in getting them to talk to one another. Getronics was one of those companies. Many man hours are spent in trying to integrate these modules and usually end up with a spider web nightmare. Most of your common ATS vendors offer these modules that integrate with one other as well as with Peoplesoft, SAP, Oracle, etc. It will cost some money on the front end but will save time, money, and many hours of frustration in the long run by purchasing these modules from your ATS vendor so you can track everything within the same application. Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career? Rob: At Getronics, I received an operational excellence award for being the driving force to streamline the recruiting process. I implemented and rolled out an electronic version of the old manual process to approve requisitions. I took a 2-3 week approval process down to an average of 1-2 days. Some requisitions were approved within hours utilizing this new application. I also was able to provide a bonus for the approvers so they could see where the requisition was in the process and who still needed to approve it in real-time. Six Degrees: What is your next career goal? What do you need to do to get there? Rob: I’m currently searching for a management or consulting opportunity where I can be an integral part in driving and enhancing the overall recruiting process.…; Added by Dave Mendoza at 11:13pm on December 20, 2009

Topic: Jumpstart Your Talent Recovery: An Insider’s Look at the Outside Staffing Option: /www.onrec.com/conferenceusa/ Linda Lutton, a Project Leader at Futurestep, will be speaking at the onrec.com Online Recruitment Conference & Expo 2010, to be held at the Donald E Stephens Convention Center, in Chicago from September 14-16, 2010. More recruiters find themselves facing growing hiring needs while struggling with reduced internal talent resources. With over 18 years of RPO and Recruiting experience Linda will share proven methods to relieve some of the current resource hurdles in her session: Jumpstart Your Talent Recovery: An Insider’s Look at the Outside Staffing Option. With over 40 expert speakers at onrec Expo 2010 this will be one of the many great learning opportunities for the attendees. onrec Expo 2010 provides a thriving network and exposition hall packed with the latest tools and services to help your organization hire the best, and is highly regarded as the “must attend” recruitment event of 2010 where corporate recruiting practitioners and thought leaders will educate hundreds of attendees with cutting edge training (HRCI Credit pending) on innovative sourcing, screening and recruiting techniques and technologies. onrec Expo 2010 will bring together global delegates and exhibitors involved in recruitment to share their common interests, provide a business driven networking environment, and stimulate discussions, debates, and beneficial partnerships. Session Description: As the economy shows signs of recovery and companies begin hiring again, talent planners often find themselves facing growing hiring needs while struggling with reduced internal talent resources. If you find yourself facing this dilemma, outsourced staffing provides a compelling talent strategy option, but there is no single provider or formula for success that’s right for every situation. In this presentation, Linda will share valuable lessons from more than 20 years in the recruiting industry, working from both the buyer and provider sides of the outsourced staffing function. From experience, she will provide practical insight that can help you better understand your needs, ask the right questions, and drive the right decisions for your talent organization. This presentation will cover critical areas of interest, including: · Risks and Rewards: Where Companies Succeeded and Where they’ve Gone Wrong? · Establishing Goals: Understanding Your Needs and Setting Realistic Expectations · Making Sense of the Options: Contingent Search, Retained Search, On-site/Off-site Recruiters, Projects, RPO · Things You May Not Have Considered: Near-term vs. Long-term Effectiveness, SLAs, Communication, the Real Meaning of Scalability, and other Important Insights Speaker Bio: Linda is responsible for managing client relationships working with notable enterprise such as Fonterra, FBI, Conoco Phillips and General Mills. Prior to joining Futurestep she spent over 18 years in the recruiting industry, managing RPO teams on the service provider side for Bernard Hodes and on the corporate side was responsible for bringing an RPO solution back in-house for the Hershey Company and led the evaluation, implementation and management of an RPO solution for Storage Technologies. About Futurestep Futurestep is a Korn/Ferry Company and a leading global talent acquisition solutions provider, helping companies build and implement strategies for improving their talent acquisition operations. Key areas of focus include Talent Acquisition Consulting, Recruitment Process Outsourcing, Project-Based Recruitment and Mid-Level Recruitment. With operations on four continents, Futurestep provides the experience and expertise to address the most pressing talent acquisition challenges facing companies today. To learn more, visit www.futurestep.com. About onrec Expo: onrec Expo is Onrec.com’s annual international recruitment conference featuring a wide range of over 25 industry specific topics from more than 40 of the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the must attend recruitment conference of the year. A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com. Start onrec Expo 2010 by joining our great line-up of leading experts on online sourcing. Expand your understanding of the proven tools, techniques, and strategies to deepen your talent pool and optimize your sourcing channels, by attending the preconference Sourcing Summit: http://www.Onrec.com/conferenceusa/pages/sourcing_summit1 For an overview of all Onrec session topics visit: http://www.Onrec.com/conferenceusa/pages/session_descriptions For more information on all of the speakers participating at this event visit: http://www.Onrec.com/conferenceusa/pages/speakers For more information on the Onrec.com Online Recruitment Conference & Expo 2010, contact Anna Brekka at anna@Onrec.com or go to www.Onrec.com/conferenceusa…; Added by RD Whitney at 4:13pm on June 30, 2010