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Blog Post: What's the Big Deal with Big Data?: Added by Kelly Robinson at 10:24am on July 31, 2015

Blog Post: Inbound Recruiter: I “FIRED” My Candidate…and Still Closed $27k: (**This High Traffic/Publications was originally published on…; Added by Brian K. Johnston at 4:15pm on March 17, 2011

Blog Post: Candidates vs. Employers: Who’s screening who?: You post a job. Candidates apply. And this is where the screening process begins for most recruiting organizations. First, recruiters filter through resumes in their ATS to find qualified…; Added by Chris Brablc at 11:57am on December 6, 2011

Blog Post: To be an ‘entrepreneur’ or ‘self-employed’ (and does it matter)?

It’s the common problem…

Added by Tobias Casey at 10:08am on March 18, 2016

Blog Post: 11 Sources to Drive Traffic to Your Job Listings: You’ve spent all this time crafting your job listings and it’s published live on the web. Congratulations. How do you begin promoting it? Driving traffic to your job listings…; Added by Paul Andre De Vera at 3:36pm on August 7, 2014

Blog Post: Boolean Operators Updated!!: Added by Dean Da Costa at 3:04pm on October 13, 2010

Blog Post: Boolean Operators!!: Added by Dean Da Costa at 2:17pm on June 5, 2010

Topic: Meet Jason Leonard – Managing Director, Talent Maze: – Managing Director, Talent Maze Jason Leonard serves as Managing Director, Talent Maze. Prior to TalentMaze, Jason developed a distinguished corporate career. He served as Director, Staffing at Citigroup for over three years leading the Recruiting function for Citi's Consumer Lending businesses (mortgage, auto financing, educational lending & home equity) consisting of 16,000+ active employees and hiring 3,000+ new employees per year. Jason nntegrated the Staffing function for five disparate business units into one unified Recruiting team consisting of 45 staffing professionals. He reduced external search firm usage from 84 to 23 vendors and moved from a legacy job board methodology by cultivating a variety of non-traditional sourcing tactics. He earned the 2007 Citi Presidents Club award recipient and was a 2006 Citi Quality Excellence award recipient. Jason was also a Director, Talent Acquisition at Mosaic, a privately owned, direct customer sales / marketing / merchandising / training / data collection solutions provider at the retail level with 13,000+ employees serving global, world class brands such as Microsoft, American Express, Wal-Mart, Nike, AT&T, Best Buy, Disney, HP & Reebok. In addition, he has served as a Director, Recruiting at Caseta Technologies and Director, Recruiting at Spherion (dba Resulte Universal). Six Degrees: Tell us of your home world. Jason: I have been with my beautiful wife Michelle 5+ years, married 3. We have a beautiful 20 month old daughter named Maya. She’s at that age where everything is two speeds – stop and run. Seriously, she is an absolutely wonderful child and has been a God send. Michelle and I love her very much. Six Degrees: Tell me something others may not know about you. Jason: My father was actually killed in the Oklahoma City bombing in 1995. My father was a Secret Service Agent and they were housed in the federal building that was bombed. That single event truly has shaped the rest of my life. To this day I miss my father tremendously and will always have a void in my life without him here. On a more positive note I not only played football growing up (and am an avid fan at all levels), for a few years I coached little league football. I did not have any kids at the time, but I truly have a love for the game and wanted to give back in some way. I’m still trying to figure out how I can convince my daughter to play football when she gets older. Give me time… I was actually a semi-finalist for the very first season of Survivor. Needless to say I did not make the final cut, but I was absolutely intrigued by the concept and am a diehard competitor at heart. I wanted on that show so bad I could taste it. Ironically, everyone I told about Survivor before it came out thought it was one of the dumbest ideas for a TV show they have ever heard. I guess history has proven who had the better foresight on that one, eh? Between helping to run a startup, handling a 20 month old and keeping my wife and myself sane, I can’t really say I have time for hobbies or interests. Back in the days before parenthood and entrepreneurship I would have said traveling, sports and wine tasting. I have always been a big football fan (I have both played and coached over the years) and have been a Dallas Cowboys and Oklahoma Sooners (my alma matter) fan since childhood. I can’t say I get to watch a complete game anymore, but I do love football season. Six Degrees: How many years were you a practicing recruiter? Jason: I started in recruiting May, 1998, so I just had my 10 year anniversary this past Spring. Six Degrees: How did you get started as a recruiter? Jason: I started as a Recruiter for a boutique headhunting firm called Resulte Universal. (They have since been acquired by Spherion.) I spent about 6 months on the candidate’s side when the owners deduced I needed to be on the client side. I flipped to account management, eventually management and on to a Director role over permanent services before I left the agency side. After 3+ years on the external side I flipped to the corporate side and went to work for Mosaic as their Director of Talent Acquisition. Four years later I left (via a headhunter) to join Citigroup as their Director of Staffing. I stayed with Citi for 3 years before leaving to join Talent Maze. Six Degrees: What single event had the most impact on your sourcing/recruiting career? Jason: I would have to say simply getting into the industry. I was in sales and sales management for 8 years before I moved into the recruiting profession. What intrigued me about recruiting was the uniqueness of a model where I had to sell both sides of the equation (the candidate on the company and the company on the candidate). Once I tried it, I was hooked. I’ve been a member of the community ever since. Six Degrees: Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Jason: Interestingly enough, I do not. I have met some really visionary and enlightening leaders / managers / recruiters over the years, but none I would single out as a large contributor. I prefer to glean a little something from every candidate / recruiter / boss / peer / partner / client I interact with and leave each encounter with at last one good take away. I would describe my mentorship as an amalgamation of a thousand people and ten thousand interactions. Six Degrees: Tell us about your position at Talent Maze: Jason: I am the Managing Director for Talent Maze. They have brought me on board to help provide the strategic vision and tactical implementation of the company’s goals. Talent Maze is a startup changing the way hiring companies leverage external search firms and the business model is evolving rapidly. I relish the opportunity and believe my unique set of experiences on both the external agency and internal corporate sides of recruiting have well prepared me for this opportunity. Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples? Jason: I have been a big fan of LinkedIn and Recruiting Blogs for quite a while now. I was an early adopter of both (I seem to recall being in the first 100 people to sign up for Recruiting Blogs and I have been using LinkedIn since 2005) and feel each is helping to crystallize a critical slice of the recruiting space. Six Degrees: (B) In what aspects are they superior? Jason: I am sure most of your readers are familiar with both companies, so I won’t go into the value adds they provide. Their contributions to our industry are clear. I will say I think what has set each of them apart for their competitors is the way by which they have both effectively delivered on their underlying model and continue to refine their product in ways that bring additional value to their users. Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why? Jason: Especially since I most recently came from the Financial Services industry, I think the current financial meltdown is going to have long last effects on not only those of us in the recruiting space, but all consumers / employees in general. Unfortunately, I believe the financial mess is going to get worse before it gets better and we will end up with another busted bubble a la the Internet bust of 2000 / 2001. The good news is these “cleansing” events are a great time for superstars to differentiate themselves as it typically culls out those individuals who shouldn’t be in our industry. As they say, the strong survive and get stronger. Six Degrees: Have you been involved in speaking events, awards, publications, where you have you represented your company: Jason: I have been a speaker at Taleo World, Kennedy Information, and EMA and in the Spring I will be speaking at SHRM’s Annual Staffing Conference. I have won quite a few internal awards at Citigroup, Mosaic and Resulte / Spherion, but not industry recognized awards as yet. Six Degrees: What is your next career goal? What do you need to do to get there? Jason: In my opinion, I am living it. After spending 7+ years on the corporate side of recruiting I was really looking for a game changing, entrepreneurial opportunity. I think Talent Maze is every bit of that and then some. I relish the opportunity and truly believe our business model will fundamentally change the way our industry operates. I look forward to what the next five years bring.…; Added by Dave Mendoza at 7:33am on October 6, 2008

Topic: Meet Susan Burns, Industry Thought Leader at Talent Synchronicity: to her presentations, or heard of fellow colleagues speak glowingly of her capabilities – needless to say I have been impressed consistently with her public figure. I can also say with pleasure that we all share our admiration for Susan’s consistent weekly live chat contributions to RecruitingBlogs.com, the Recruiting Roadshow and her upcoming session at RecruitFest in Toronto. It must be said, that having walked the streets of Amsterdam past midnight or dined, commiserated, and having corresponded with Susan Burns, “the person,” that my admiration is far more substantial in the compelling impact she makes as both a colleague and a dear friend. Her multi-faceted personality, conviction, and brilliance as a candid, thought-provoking, socially conscious friend and colleague are ever present. She is passionate in all things in life, and it is omnipresent when she evangelizes architecture aspects of Strategic Talent Planning, employment branding, and metrics that we as an industry excel through her contributions and it is in her valued friendship, that her gifts never cease to bring value. I applaud all her contributions in our industry – she lives and breathes “pay it forward” and it is a pleasure to know that the RecruitingBlogs Community have an opportunity to share the many value propositions Susan offers so selflessly and with such passion that Jason Davis and I so often witness on a personal level. Susan Burns is the “real deal” – and the community is richer for all she contributes. Susan, today as a friend, an advisor to SixDegreesfromDave.com, a personal mentor, and a thought leader we salute you, and it is ever so well deserved. Q&A with Susan Burns Six Degrees: Tell us of your Home World Susan Susan: I find a nice balance between taking on challenging physical activities and challenging career endeavors. Yoga, hiking and travel are among my deepest passions outside of work and when I can bring them all together its ideal. Two of my favorite hikes included a 100-mile trek through Torres Del Paine National Park in Southern Chile and a trip to Peru that included hiking the Inca Trail to Machu Picchu. I’ve traveled to Mexico, Costa Rica and British Columbia for yoga retreats and find the week long immersions an incredible rebalancing to the stresses of life – even though the retreats often include 5 to 6 hours of physical yoga each day. Yoga is also part of my everyday life and an area of growing interest and commitment. In fact, I’m about to undertake a 200-hour, 3 week teacher training in the Berkshires this July. There are also many areas in which yoga philosophy and practice can carry over into enhancing business practices. The very act of being “present”, focusing on the mind-body connection, and building a sense of community are just a few areas that could add value to the business world. I’m planning on exploring these further through my yoga studies and practice. Six Degrees: How did you get started in talent management? Susan: When I began my career I was in general management. I managed specialty stores and then made the transition into department stores. I loved the hum and buzz of the business and, over time, as I took on assignments of increasing volume and scope the challenges of creating community within a store environment were quite enticing. In my last store manager assignment I was responsible for over $40 million in annual revenue, an employee population of over 350 and a management team of about 16. But, one thing was missing – the company invested little in development efforts and I was intellectually bored. So, I decided to take a bit of a sabbatical and go to graduate school. I actually thought I would leave retail but found I liked the interconnectedness of strategy, product and tangible results. There is something very unique about this within a retail environment and when you’re playing in high volume you can see these three come together quite quickly. After graduate school I joined Federated Department Stores (now Macy’s Inc.). At the time Federated owned Macy’s and Bloomingdale’s and generated about $15 billion in annual sales. Initially, my role was to lead the development of a centralized college recruitment and relations strategy. Federated hired about 550 college graduates each year and another 300 as summer interns. The year was 1998 and there was a lot of change occurring because of the Internet. One of the first things I had the opportunity to do was secure support to develop a website. I think there were about 6 people on the original development team and together we mapped out the strategy for what was to become Retailology.com. The timing was right and I was fortunate to have a really talented group to work with. We saw the impact and growing value of the site in a relatively short period of time, and could demonstrate to the organization the value of being online. One of the coolest things about Retailology is that it not only benefited Federated but it also became a tool to teach students about the retail industry. A couple of years later as Internet recruiting was growing quickly in popularity and the task of sourcing/hiring via the job boards was overwhelming, I had the opportunity to present Retailology as a strategic solution for hiring across Federated – which included hourly, management positions across every function, and college recruiting. We won the support of the divisions and quickly undertook the challenge of building 12 recruitment sites on the Retailology platform. The company had an autonomous culture and the structure and branding strategy at the time required individual branded sites. As a whole, the company hired about 110,000 people annually so this was a very cool opportunity. The change implications for this were huge – we would be moving from 100% paper-based processes to taking everything online. There were several key events that created tipping points along this journey and by the time I left Federated in January, 2006, the Retailology corporate strategy had generated over 38% of the company’s total hires and touched just about every functional area and position up to director/VP. Taking on a broader role also advanced my position with the company and allowed me to take on a greater scope of work that included employment initiatives, employment branding, recruitment technology – both selection and development, change management initiatives, recruiter education and development. The role became that of an internal consultant and over the 7+ years I was with Federated I had the opportunity to work with a number of very talented and committed colleagues. While it was a difficult decision to leave Federated I was at a point in my career where I wanted to take on a broader challenge. I had a hunger to experience another industry, immerse myself in a global business and take on a more holistic role in talent management. I was recruited to head up global staffing for Waggener Edstrom Worldwide (WE). WE is the second largest independent PR agency. They are the PR agency of record for Microsoft and also have growing practice areas in public affairs, healthcare, and consumer. Once again, I was fortunate to work with a very talented team of recruiters. While I only stayed with WE for about 18 months, great headway was made with advising the Board on workforce/talent planning initiatives, sourcing strategies, recruiting structure and processes, and introducing CRM technology. Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after? Susan: There wasn’t a single event or mentor but a string of events and experiences that have influenced how I think about talent management. First, my role in store management. In retail you are uniquely dependent on talent. Whether it be the product design, assortment selection by the buyer, distribution by the planner, merchandising in-store, leading a department/selling team, or the last “12 inches” between the sales associate and the customer – its talent that makes the ultimate difference. Retail is also a business environment where you can see people’s careers move quickly. Seeing a sales associate promoted to sales manager or an assistant buyer promoted to divisional merchandise manager and eventually on to roles of increasing scope and responsibility is very rewarding! Second, coming out of graduate school I heard the same thing time and time again from my classmates – getting through to anyone in recruiting/hr was incredibly frustrating - whether callbacks, email responses, or just answering their phones. Many of my classmates were looking to make a career transition and getting a recruiter to look at their past experience and future potential was insanely challenging. The same thing would happen on informational interviews – hiring managers only wanted people who had done the job. Well, there’s evidence that indicates taking people with the potential and placing them in new environments leads to more creative thinking, innovation, personal growth and……better business results. And, while I couldn’t impact thinking across every aspect of an organization I could make a difference in how job seekers felt about their experience. I’ve been fortunate to have several mentors during my career. Mostly in the earlier days but that’s when I also think its most important. As I was “growing up” in retail it was at a time when mentor relationships developed more naturally. They not only helped me to understand the business at a more strategic level but to think broadly and creatively about building partnerships and getting results. Both of them were also terrific leaders and had their own unique way of building teams and camaraderie. Two of these mentors are still my closest friends today and are still the first people I turn to for guidance. THOUGHT LEADERSHIP RECOMMENDATIONS “Susan is smart, analytical and a great client. She knew what she wanted and was able to communicate that in an effective way. She brings original thinking and a wide network of information to any project she is part of. I have worked with Susan for several years including when she was at Macy's, Waggner and now at Talent Synchronicity. We have worked together on projects that involved selling concepts to senior management that were forward looking and not necessarily easy to get approved. Her combination of influencing skill, persistence and intelligence have led each project to a successful conclusion. She gets things done efficiently and effectively and is a good partner.” March 26, 2008 Kevin Wheeler, President/Founder, Global Learning Resources, Inc. “Susan puts recruitment process vision to work with quantifiable results. She tackled workforce planning, recruitment process and brand issues at Federated Department Stores by developing and implementing one of the first uniquely branded recruitment websites for the retail industry which resulted in tens of thousands of hires. Susan is top notch and I would use her to handle any workforce opportunity." February 22, 2008 Hank Stringer, Principal, QTalent Partners “Susan is a professional with a deep understanding of all three legs of the corporate HR platform: business strategy, HR process and leading-edge technology. Her depth of insight into ways to make HR a strategic business asset are both unique and extraordinary. It has been a real pleasure working with (and learning from) her.” January 7, 2005 Jeff Hunter, Senior Director, EA University at Electronic Arts “I've worked with Susan Burns for a little over a year now and I can say that she has the most strategic, forward-thinking and fresh approach to talent acquisition out of any leader that I've worked with in the industry. I've always said that I wanted to work with someone who I could learn from, who wasn't just pushing old ideas and who would challenge me in new ways. Susan has always managed to challenge me. She has a unique way of getting you to think about things differently. Susan is also amazingly connected in the industry and the relationships she has helped me form with thought leaders has been invaluable. She is an avid reader and spots trends and innovations before most people have adopted the known innovations. The talent acquisition community has mostly agreed that finding people with passion for their field is a key performance indicator. I've met few people with as much passion for our industry as Susan. She thinks way outside the box, outside the organization and outside the industry to come up with advances in our field that are truly innovating the way organizations acquire talent. Most notable is her work with retailology.com prior to joining Waggener Edstrom and the workforce planning work she is currently designing at our organization. If you work in our industry I hope you have an opportunity to meet Susan, collaborate with her, brainstorm, have her tell you to put on your kid glasses or just have a quick brainstorm with her. I think you will find that you walk away feeling like you have learned something new.” May 16, 2007 Steve Fogarty, Talent Manager, Adidas "Susan is a talented staffing and recruiting professional who brings a wealth of experience and expertise in the acquisition of talent and workforce planning. In her role with Waggener Edstrom, she was responsible for the global acquisition of talent and her work had a significant impact. Her passion and commitment were clearly evident and the results she guided were notable. A reduction in time-to-fill, a broad portfolio of sourcing vehicles, and several new creative staffing strategies and initiatives were all part of what Susan contributed to. Additionally, her leadership in guiding the Agency's Advisory Board through a workforce planning strategy advanced our staffing capability to positively impact the business. As a staffing industry leader she is broadly recognized for leading edge thinking and the perspective she offers to organizations and clients. Susan is smart, strategic and results-oriented. I see her as flourishing in an environment that has the management of talent as a critical business priority and where Susan can freely demonstrate her entrepreneurial and results-oriented talent." Daniele Joudene, SVP, People Services, Waggener Edstrom “Susan Burns is one of the most talented leaders in the talent management industry today -- smart, innovative, passionate, dedicated, and able to see and create solutions where most people can only identify challenges. Quite simply, she helped to make us better and more innovative as a company/partner, every step of the way. Our partnership in developing WetFeet Recruiter's Enterprise Interview Scheduling system, which delivered industry-first innovations in many areas, is just one example of one of her strongest personal assets: Susan gets results. The passion, energy, focus and commitment she brings to her work is simply extraordinary. What a joy to recommend her!” October 11, 2007 Gary Alpert, CEO, WetFeet Inc.…; Added by Dave Mendoza at 2:05am on September 8, 2008

Topic: MagicMethod Midnight Moves Chat Log: the stress patterns where you are manipulating your victims." ~ John Kennedy Read from the bottom up for the correct timeline. Oh, and remember, if you like what you read here…MagicMethod is brimming with information like this and will show you the inside tips and techniques of true telephone names sourcers! Subscribe today here. "Sourcing In the Midnight Hours" Now...scroll to the bottom and read up! ****** RecruiterGuy I'll post here when I get my beta back. I got a confirmation. Denyse Diem ps - fonolo is not accepting new emails Denyse Diem I think that name's gonna stick JK - I mean Lil' Ray! Maureen Good night! Spread the word! Adam Peterson thanks jason and maureen (and can't forget lil ray) John Kennedy later, all ... Adam Peterson g'nite all you east coasters! John Kennedy Probably will be asleep then but will be looking forward to the transcript Maureen See you next week - send me your ideas for topics you'd like to see discussed! Maureen Good night Jason. Thank you all for attending this first ever MagicMethod Midnight Moves Phone Sourcing Chat - you've made RBC history! Denyse Diem great for next week I guess! will be throwing a big b'day bash for hubbie so w't be able to make it next week. John Kennedy used to work alot of 2 to 10's at the TV stations Maureen I forgot to talk about sourcing in manufacturing - 2nd and 3rd shift workers are ever so helpful! Jason Davis Maureen, I'll leave it like this till tomorrow am. I need to hit the sack John Kennedy 3 to midnight, 5 to 1, something like that Maureen 2nd being 6-3 ? John Kennedy 3rd freaks me out a bit as by the time I wake up at or whatever the next day I can't tell "this morning" from "yesterday" John Kennedy I do best 2nd ... Maureen Maybe we can talk about that next time - how to best use your Body's Time Clock John Kennedy I have been 1st for years now and I still can't get used to it Denyse Diem insomniac JK? Maureen So you're a Night Owl John? John Kennedy Don't know if this would be it ... but definitely something to think about Maureen Let's keep an eye out for subjects we can bring to chat on this issue - show and tell! John Kennedy But I have been looking for something to get me back on 2nd or 3rd shift for a while Adam Peterson "Dark Side Sourcing" Maureen Cool! Maureen Dark Time Sourcing Maureen I like that idea John and will think on it. John Kennedy Where YOU would have vendors that employ ... well ... techniques best exercised in the dark Maureen Jason, I find this chat kinda "sticky" to use. Though it could be MY clumsy fingers. Denyse Diem Thanks again Maureen. Have a great Sunday everyone! Maureen I wish I could type! I will fix the spelling errors in the transcript. John Kennedy Interesting ... perhaps there could be ANOTHER bifurcation into "Daylight" and "Vampire" sourcing RecruiterGuy As usual.. great chat, Maureen. Maureen Night time "assaults", as you'd all them, accomplish this many times. Maureen AND YOU NEED TO GET THROUGH. Maureen That's not so true John. There are times when daytime work (Gatekeeperson, Admins, Exec Assts) just aren't "hacking" it. Adam Peterson not from me - learned a lot. thank you Maureen! Maureen Anyone have any questions? Maureen We'll do this again next Saturday and keep it up for awhile to see how it goes... John Kennedy So of the remaining % it sounds like so many more come from a full frontal gatekeeper run that anything additional you'd get at night may not even be worth the time Maureen 80/20 applies when sourcing - spend 20% Internet sourcing/research and 80% on the phone John Kennedy And, well, the 30% active would have been taken care of before they made it to sourcers ... RecruiterGuy other than my work schedule going nuts sometimes... I'm good in the day Maureen I'm curious if anyone attended tight who could not attend the weekly day-time chats? John Kennedy or more likely 95/5 rule ... John Kennedy although in recruiting it usually comes down to 90/10 rule ... John Kennedy the old 80/20 rule ... Maureen I agree w/ that but that's true in all things. John Kennedy There are some things worth spending your time and some that aren't ... John Kennedy BUT, the overall conclusion is that I've drawn is that in recruiting in general ... John Kennedy Yes, it takes me a while to make a point ... John Kennedy I remember this one fellow who kept saying that certain people had a "real '' attitude" ... John Kennedy and one thing you see with that is a tendency to try to label EVERYTHING ... John Kennedy Well, you see, I have alot of Asperger's running through my family ... Maureen But what was your point - I felt you were going somewhere w/ it.. John Kennedy I think someone said it was Monday and I didn't think even the latest place is Monday yet Maureen I love the Sharibian comment - John - my econ professors at UC would be so proud of me... John Kennedy after heads-down, no LinkedIn profile, no user group involvement, no articles individual contributors ... Maureen John what was your point before about Sunday being the latest time on earth? John Kennedy Frt-door, full-frontal gatekeeper assault ... John Kennedy The remaining 70% is ... well ... Sharibian ... John Kennedy about30 % "active" candidates - major job boards, answering ads, conventional stuff ... John Kennedy ALL recruiting combined ... Denyse Diem Can we just call you Lil Ray, John? Maureen Me too Adam. I always enjoy having John in these chats- he has a way of smackin' us all upside the head occasionally... John Kennedy the picture that's getting painted ... John Kennedy BUT ... based... what ... two years of ERE traffic ... John Kennedy Oh, always ... but sometimes I'm not sure what case I'm building Maureen "little ray" I can see that... Denyse Diem LOL Maureen "...manipulating my victims"? LOL Are you building a case John? Denyse Diem There is a Sourcing Conference in Miami - apologies - thought you would get the op to meet Maureen and understand her brain dump instead of tape dump.... Maureen You'll learn yours if you take this up. John Kennedy In my immediate circle of friends I'm known as "The little ray of sunshine" Maureen THEN the Executive Asst to the C level - then the Admin Asst to the dept. In that order. For me. Everyone has their favored paths. Adam Peterson vampires, stress patterns, victims <- love the positive spin on all this Maureen YES John. Maureen But, if I understand you correctly, you'd still say the front-line gatekeeper is still the most productive source of information? John Kennedy Miami? John Kennedy Yes, if you have movies with "live" soundtracks that would probably give me enough to pick up the stress patterns where you are manipulating your victims Maureen probably so John. Denyse Diem John will you be in Miami this September? Maureen That's right - I ‘member D. First module - there's a couple lessons on phone banks and how to title ID the names you get those banks! John Kennedy Wait a sec ... the latest it is anywhere on Earth right now is about 6pm Sunday I think Maureen John, you keep talkin' about "tape dumps". I don't HAVE tape dumps. Though you would enjoy seeing the real time sourcing movie we made last year - it was filmed over the course of two days and is actual phone sourcing - I show it at training seminars and the reactions are always good - "Riveting" it's been called! Denyse Diem Monday - - The week/end is shot already. As I mentioned, much afoot this weekend. John Kennedy Yeppers Denyse Diem tape dump = pod cast correct JK? Maureen D - Magic goes through all this - have you started yet? Maureen Yes D it's a very good place to start for a new sourcer - practicing phone banks and using the names you get them when you phone source the next day. John Kennedy But, again, to do a proper analysis, I'd need a tape dump John Kennedy Correct ... there's such a thing as going too far to create a sense of urgency ... Denyse Diem good point John - hadn't thought of that Maureen I think that's ridiculous to act like that. Maureen Interesting point John. But I never (as far as I can tell) create panic. At least I think I don’t. I know sourcers who will call and imperiously say stuff like "You must give me the name of...or else your boss is going to hear about your (intransigence) and believe me there will be hell to pay!” Denyse Diem would that be a suggestion for a new sourcer? doing the phone banks I mean... John Kennedy But, if I understand you correctly, you'd still say the front-line gatekeeper is still the most productive source of information? John Kennedy and it may be possible that South Asian culture maybe has something along a "maintain an even strain" element to it that it is difficult for them to project that sense of urgency/panic. Maureen AND they can reveal the most amazing information! Maureen Phone banks can really teach you alot though about sourcing - they force you to THINK about ways in. John Kennedy she does get the "building on fire" sense of urgency through her voice that I understand is absolutely necessary for any part of the recruiting business ... Maureen When I first started sourcing I would spend hours and hours doing phone banks - usually I'd get up early (about 2 ) and work til they opened doing phone banks - I don’t do much of that anymore. John Kennedy and although I haven't had a chance to review an actual tape dump, based on the transcripts I would have to say ... Maureen Anyhoo- anyone have any good night time stories about sourcing? John Kennedy It sounds like, of what I have read so far, Maureen is about as "mild" as you get in the sourcing business ... Maureen John, It's hard to find articles on ERE I find - it seems sometimes search works better than others - you have most luck searching w/in a specific group - try Sourcing Techniques group first John - then ASK - use "culture" as keyword. John Kennedy Well, if I have to hazard a guess ... Maureen Try search Google, John - culture difficulty indian sourcing – use those words John Kennedy I'm almost certain it was ERE. Maybe six months ago. John Kennedy I wish I would have saved it. John Kennedy but it was very specific language he used about not being able to navigate the culture for such an endeavor... Maureen Me too D. Denyse Diem JK - I would love to understand what they perceive as our 'intricacies of culture' John Kennedy Possibly ... perhaps based on many experience with outsourced customer service ... Maureen I ask that because I still see most sourcing requests (even from outside US) for sourcing out of US companies that are located within IN US. Maureen Maybe so. Do you think there is resistance to SE Asian culture here? John Kennedy but they said they couldn't do phone sourcing because they couldn't navigate the intricacies of the culture Maureen Yes D Maureen Same phenomenon in other parts of the world. Mostly. I've sourced Australia, China Japan India and Europe - same thing most places - the place I find difficult to source is Mexico - if you can believe it - it's hard to get people who speak English there on the phone! John Kennedy they were saying they had subscriptions to something like two billion resume databases and several other tools ... Denyse Diem let me rephrase Maureen - would you said you gain access to information far more readily b/c people really want to help someone from the US? John Kennedy But, yes, I need to do a better job of holding to these articles ... but there was something about an Indian company that did virtual recruiting ... John Kennedy So I can see something like that might go on when you call ... John Kennedy And I remember hear them saying, as if it was Christmas morning or some such, "It's Louise in America!" Maureen Interesting John. I'm interested to hear that. John Kennedy She called the UK frequently because some of their governing structure is there ... Maureen It' s not hard to source abroad - remember D sourcing is simple but it's NOT easy! John Kennedy Oh, yes ... I remember that phenomenon from my grandmother who used to be very active in the structure of the United Methodist Church ... Maureen That's why I wonder about what those southeast asian (Indian) companies mean...though maybe the Southeast Asian accent is more of a handicap here in the states? I dunno... Denyse Diem so would you say it's easier to source abroad then? Maureen When I call Canada it works almost EVETY SINGLE TIME. Maureen NO KIDDING Maureen Good question John. PRETTY MUCH the same techniques work ONLY in some countries, when I say, “This is Maureen Sharib calling from the U.S." I can hear them drop what they're doing and most of them drop what they're doing to HELP me in whatever way they can. Denyse Diem Amie - do you recruit/source abroad? John Kennedy Do you run into similar issues when calling outside the country or do the same techniques that work here work there? Maureen When I hit the morning guard I use the evening guard's name..."Oh, has Joe left already? Maybe YOU can help me..." It helps me establish a slight familiarity immediately. John Kennedy I remember seeing a posting from an Indian recruiting company that they really couldn't do names sourcing because they couldn't navigate the culture properly ... RecruiterGuy Not much... but did just fill a comp & benefits title in the UK. John Kennedy Actually, that would bring up an interesting question ... Denyse Diem what about the rest of you - what % of your work is abroad in other time zones? Maureen Growing but still a small %. Denyse Diem -- both abroad and I hope I take it Maureen Denyse Usually persons, D. A small part of my biz is overseas. Maureen Usually around 6 or 7. Maureen Early mornings are very good times to call too - when the guard shift changes. Denyse Diem SO when you call abroad, are you all calling phone banks as well as live folks? Maureen But I don’t see it that way John. I see it as common sense conversational techniques. John Kennedy You have a grandfathered flat mthly long distance over POTS plan? No wonder you're in the business you're in ... Maureen Unusual - LOL Maybe so. John Kennedy Or perhaps the more Constitutionally phrased "unusual" would be a better description Maureen I use a pay e price per month plan. TTI I think it is - they don’t offer it anymore but I hang on for dear life through a grandfather clause. Maureen (Loaded question) Maureen John, do you think we use unconventional methods to extract information? John Kennedy Well what LD carrier do you have that you can afford to war dial Hong Kong?? John Kennedy Yes ... generally speaking hacking is attempting to extract information from a database through ... unconventional methods ... much as your phone sourcing is extracting similar information from humans Maureen Phone hacking. Hmmm... Maureen I don’t use Skype- I always use land lines. John Kennedy re Hong Kong - you have a pretty healthy Skype account there, eh, Maureen? Maureen Hacking? RecruiterGuy Isn't that how some of us fell into recruiting? John Kennedy Why of course ... seems this "sourcing" has much in common with, by some measurements, a much older and more intense practice called "hacking" Maureen That is certainly one of the things we can do in the middle of the night with the phone - can anyone think of others? maren oh yeah! I got that too! Maureen Someone said before class started that one thing we can do in the middle of the night is call other countries -Europe is hrs or so ahead of us Hong Kong 13 hrs or so . RecruiterGuy folo RecruiterGuy Found it... link (RG - this link needs correction - I lost it in transcription) Maureen Yes, war dialing - John you come up w/ some interesting catch phrases! May I use them? John Kennedy Oooooooh ... you mean war dialing the directory Maureen I mean the names in the thing - all the names listed under ABC, all the names under DEF and so ... RecruiterGuy Looking... John Kennedy Now by phone trees you mean the menu structure? Maureen RG - in beta - a service that will do phone trees? What is it? John Kennedy Service in beta? Maureen Yes, you can John. During the DAY as well! RecruiterGuy /me digs in bookmarks. RecruiterGuy Hmmm.... seems I was looking at a service that is in beta now that will perform that automatically for ya' now. John Kennedy You can find out a very great deal from the back door guard at night. Maureen The answer is yes John. Maureen would be quite fascinated to learn if a person can extract a useful number of names by hammering the automated directories RecruiterGuy the phone tree was the first step, mind you... I didn't find THEM in it. John Kennedy Actually I hadn't actually thought of it, but I did that by accident before I even got in the recruiting business. Maureen Do you want to learn John about phone banking? RecruiterGuy I hired two brokers in a month span that were a result of working my way through a phone tree. Maureen We have 24 online now - welcome! Maureen Would you have DARED to do that? Do you see it as daring? Calling a security guard in the middle of the night? John Kennedy But I would be quite fascinated to learn if a person can extract a useful number of names by hammering the automated directories Maureen Did you all read "Middle of the Night Sourcing" – the post in the Forum section? Would you have thought to do that? When I was new I wouldn’t have! John Kennedy Well, with almost 100% contract employees I've never really had a need ... Maureen Do you know how to do it? Maureen What are you curious about John? John Kennedy The other thing is that if your "victim" is a piece of machinery now THAT I might be able to do RecruiterGuy Ahhhh voicemail.... that brings back memories of learning call trees after hours and taking shots at spelling with the number pad for names and titles in voicemail. lol Maureen That's also true RG - I LOVE to source around holidays - we have a good one coming up – Labor Day!. Maureen That's true John. I like the imagery! RecruiterGuy It's always challenging to get past the gatekeeper.... but they were always a little more vulnerable right before a weekend or when trying to scoot out for a holiday weekend. Catching them in just the right moment is always helpful. John Kennedy Is that there are some true vampires of sourcing ... that can bring a voice mail directory to its knees at 2 am. Denyse Diem Hello, I'm just entering the field of Sourcing and looking to learn all I can from you experienced Sourcers Maureen Why so John? John Kennedy But what I'm curious about that I've heard Maureen mention once or twice ... Maureen “…when someone would give me anything just to get off the phone” - Explain that, RG - what did you do that made yourself so uhhh..."vexing"? John Kennedy Yes ... - is a remarkably productive half hour ... RecruiterGuy Not this late at night. But early in the morning worked well as did right toward the end of the day when someone would give me anything just to get the phone. Amie E Yes, Phone, Internet, I’m not committed to one, I use whatever it takes. Maureen RG - did you ever do it AT NIGHT? Maureen Amie, do you phone source? RecruiterGuy Hello - I used to perform heavy phone sourcing when I was a headhunter ~ years ago. I recruited for brokerage managers. John Kennedy Morbid curiosity Amie E how about jill of all trades?? Maureen What brings you all here tight? Maureen Any Internet sourcers? Introduce yourselves! Maureen Welcome to the MagicMethod Midnight Moves Sourcing Chat! Do we have any phone sourcers among us? Midnight – Chat officially starts Adam Peterson you guys on the east coast are hard core - this is a perfect dinner break here in CA Denyse Diem JK - refresh your screen or go up to your url bar and enter twice - that should help Maureen You’ll get used to it fast John - I hope Animal shows up tight - I don’t think he's going to though. He's prob’ly FAST asleep. I don’t dare wake him. John Kennedy Okay ... this scrolling up is going to drive me nuts. Maureen If any of you want to tweet that class is about to start - that would be cool! Make sure you give them the site link! Maureen Have you all read the post I put up this morning in the Forum? It’s called “Middle of the Night Sourcing.”. Read it before class starts – it’s along the lines of what we’re going to be talking about in here tight in the midnight chat. Denyse Diem wow - very useful! Amie E It takes the persons email addy, shows their LI profile, if you are connected with them, and your email history with that person.. it also shows how many new contacts you connected with.. neat management tool Maureen Jason, these logs become tutorials as well! Amie E My newest widget is xobni, it is an outlook tool I liking alot Denyse Diem now I hear it Denyse Diem test RecruiterGuy Okay... so I sent out some tweets about stracka.com... and I posted on some forums I hang out ... and now I'm getting notices like CRAZY about people joining. At least in the last days. Hmmmm.... RecruiterGuy Yup. lol Adam Peterson RG - gotta mic? Adam Peterson ...and then enable the sound feature Adam Peterson try clicking the "+" button on the bottom right Adam Peterson is it only working for me?? Jason Davis I don’t hear it either Denyse Diem no sound here either - do we need to do anything in particular to hear it? Amie E I not hearing it Adam Peterson It works for me Maureen That's cool but I don’t hear it - do I need to do something here? Maureen This would do away w/ that old familiar war cry "You changed my words you so-and-so!" Jason Davis Maureen, I enabled sound when a new post goes up i think. let me know if it is good Maureen Jason, I really like the cache feature of this chat service. Look down below at the number of cached pages already! Adam Peterson (well, that was my point of view at the time) Adam Peterson I'm sorry, I realized i was giving away contact info to a recruiter Maureen Adam, when did you realize what happened? Adam Peterson the guy in the cube next to me heard my side of the conversation and thought something was up - so i started asking questions Maureen So Adam, you know these things happen? How do you know that was a recruiter? Maureen Click here for international time zones or to find out yours. Adam Peterson the recruiter who called was a little sketchier - claimed they worked for my company, their network was down Maureen What happened Adam? Maureen We're going to be talking about the things you can do with a telephone in the middle of the night. Any of you have any ideas what some of those things might be? Adam Peterson to be honest, it reminded me of my first job out of college (i-banking) where I was the one who got called at a slightly off hour Maureen Amie, did you read "Middle of the Night Sourcing"? Maureen What did you like about it Adam? Adam Peterson great story posted in the forum btw Adam Peterson Maureen, I'm planning listening in Maureen Who is here for Midnight Moves? Warm –Up – this conversation started a half hour or so before class started.…; Added by Maureen Sharib to Phone Sourcing at 10:15am on August 24, 2008