fing firm, as well as the owner of several professional networking groups on LinkedIn.com. I am excited to have the opportunity to express my goals as I continue my career in recruiting.
To fully understand my future goals associated with my career in recruiting, you must first examine my past. My father, Doug Massey, is currently a recruiter, and has been for over thirty-five years. In 1993, when I was eight years old, Doug left his position as Manager of Employment with CRS Sirrine (now Jacobs Engineering) to venture out on his own and develop an EPC recruitment firm. At the time, Doug did not have the finances needed to open an office, so he created a home office in our living room using only four cardboard boxes (for the base of a desk), a closet door (for the desktop), a typewriter and a phone. This is when I began to open my eyes to the world of recruiting.
Over the next six years of my life, I would come home from school every day and watch Doug work. I was truly interested in his work, and viewed it as a learning experience- an opportunity to learn the ins and outs of a career at a ripe age. I’d come home with homework about Christopher Columbus only to learn how to source candidates from companies without leaving as much as a trace that it happened. While most kids were riding bikes and exploring in the woods, I was learning how to build and manage professional connections. By the age of thirteen, I was assisting Doug with executive searches. I remember making phone calls to sixty people with the name “Jason Kimble” just to find the exact person my we were searching for.
Once I entered college, I had my eye on starting off much like Doug did. I developed “Massey Consulting Services, LLC,” offering assistance to independent recruiters on their critical positions under a split-fee basis. This experience led me to merge efforts with my father in 2006, creating “Massey Search Group”. The creation of this new firm required me to leave college early and adopt recruiting as my full-time career. Leaving college was a tough decision, but it may have turned out to be the best choice I have ever made.
Doug and I moved into an office in early 2007, and that’s when the ideas started flowing though my head. First step- modernization! Doug is old-school, so he had been saving resumes into a candidate file in his “My Documents” folder on windows. This needed to change, so we immediately implemented a recruitment software to track our applicants. Next step- branding. Doug had successfully operated for fourteen years without a professional logo. I brought in a graphic design team to create a modern logo, stationary, brochures, and a cutting-edge website. Once these projects had been initiated, we began marketing our firm and expanding our recruitment resources. Doug had never used internet job boards or resume databases, so we began utilizing those resources.
We started 2008 off strong by expanding. Three senior recruiters were hired, and for the first time we could see our efforts paying off. However, later that year when the economy plummeted, our business plummeted too. Clients issued hiring freezes, and our phones slowly stopped ringing. Eventually we had no choice but to close our office and layoff our employees. 2008 proved to be our most profitable year, but not lucrative enough to keep us in business. The year 2009 would be started with another rebrand. Doug and I developed GreenPLUG Staffing, a green energy staffing firm. Along the way, I also developed several professional groups on LinkedIn.com, one of which has over 1300 members.
And with all that said about my past, now I am ready to explain how these experiences have prepared me to accomplish my future goals in recruiting. I am a firm believer that everything I have been through will only prepare me for what lies ahead. I think watching my dreams fall short in 2008 taught me how to turn things around in 2009. I am no longer satisfied with just being a “recruiter”; I want to be something more- an innovator, a motivator, a progressive young individual who will usher in a new era of recruiting for the rising generations. Yes- I want to bring new blood into recruiting, and I have just the ideas to make that happen.
For the next five years, I plan to market GreenPLUG Staffing and franchise it as the top green energy staffing firm. At the same time, I would like to back our firm with job boards- multiple job boards. Over the last two years, I have been buying up premium domain names in hopes of creating job boards out of them when finances get better. Now that the economy is turning around, I have been fortunate enough to start planning these projects.
Although I am not sure you can purely call it a recruitment project, my greatest passion is my project controls networking group on LinkedIn.com. My group, The Project Controls Network, has grown to over 1300 project controls members. I would like to use this group as a platform for bigger future projects. One of these projects will be creating a non-profit professional society for project controls engineers. Sure, there is the AACE (Association for the Advancement of Cost Engineering) but that doesn’t cover all project controls engineers. I have two names in mind for this professional society: the SPCE (Society of Project Controls Engineers) or the AAPCE (Association for the Advancement of Project Controls Engineering). I haven’t decided on the proper name yet, but this is one of my largest goals.
Another goal is to establish a project controls engineering major within universities. Although most management and engineering courses touch on project controls, I have yet to hear of a specific course or major dedicated to it. The closest degree available would be a BS or MS in Project/Construction Management. In fact, the only training for this career is offered by software companies like Primavera, consulting companies, and employers. I feel that students interested in a career in project controls would benefit from a BS in Project Controls Engineering or an MS in Project Controls Management. Is this goal directly involved in recruiting? Yes and no. I believe these goals will make me much more than an average recruiter. I don’t just want to provide career opportunities- I want to offer people life opportunities; the opportunity to be better educated, better prepared, and more motivated to conquer life’s struggles.
My future in recruiting is absolute. I sometimes joke that recruiting is in my genes, but perhaps it really is. I have been raised to be a recruiter, and unlike most children who steer clear from following in their parent’s footsteps, I have embraced my father’s profession as my own. Simply put- my father is my role model, and through him I have gained experiences in recruiting that cannot be taught in classrooms. I hope my story has inspired you. I am rising above the failures in my life in hopes of providing a better life for others.
So, what is my future in recruiting? Being more than just a recruiter.…
President of Volt Professional Search
Susan Burns' is back! Talent Talk Cafe Returns
Claudia's Wednesday Wisdom...
What's your hang up?
Third Party Thursday...
Margaret Graziano with a post: Recruiting For The Succession Plan
Friday: TGIS (Thank Goodness Its Sumser!)...
Digging Into RecruitingBlogs.com V1.14
...and Editor's Picks
"Run For The Fallen" - Can You Run 1-Mile To Commemorate Our Fallen? by Joshua Letourneau
“Love Shack” Social Media style- Web 2.0 cares Baby! by Heather Gardner
LinkedIn: 50 Group Membership Limit set for August 14th! by Dennis Smith
[Bill Branstetter chips in: LinkedIn's Upcoming Changes to Groups]
[Here come Jeffrey...Linkedin going after groups now by Jeff Weidner]
Does That Mean I Hired a Twit? by RecruiterGuy
Offers...what they are about may be changing soon by bill martineau
Nature v. Nurture... Understanding Process, Change, and the True Nature of Things by Nancy Ford
What An Alpha-Baffoon Taught Me About Recruiting . . . by Joshua Letourneau
If I Were Running Google... by Lonnie McRorey
Video Resumes: Can You Trust Them? by Tanya Willette
I have a single star... by Rayanne
Lonely Hearts and Hungry Recruiters and Why Web 2.0 Owes US! by Maren Hogan
Let's Turn Recruiting Bloggers Into Syndicated Columnists by Jim Durbin
The more things change - the more they stay the same by Maria DiLisio
2 Minutes on Social Media and Recruiting by Dennis Smith
Dennis Rodman, a sales instructor? by James Carchidi
The Week's Top Videos
DubLi posted by Manuel Montero [very cool graphics]
Executive Careers introduction posted by Gavin Chase [Down the boozer 2.0]
Don't Let This Happen To You posted by Slouch [R&D at Broadlook Technologies]
2 Minutes on Social Media and Recruiting posted by Dennis Smith [2+2=4]
R.B.C. (Take On Me) - Amybeth Hale posted by guess who? [I predict a winner]
[A bonus funny courtesy of John Sumser... The Job]
Not a member!
"Animal Crackers" on RecruitingBloggers.com
Secret Salaries by Maureen Sharib
How to source resumes from Scribd (Part 1) by Jim Stroud
"It's me. Can you hear me?" The VoIP argument by Maureen Sharib
Secrets to Getting the Sales Job You Want! by Lee salz
Why I Could Never Be A Recruiter by Rachel Pulido
ERE Blog Network
Video, 1 of 13 Trends In Corporate Recruiting for 2009 by Ernest Feiteira
Job postings on Linkup.com by Michael Glenn
Sexual harassment in Russia is okay - it's imperative to procreation by Sarah Welstead
Recruiting... oldest profession by Mo Edijlali
Does Your Applicant Tracking System Really Work?: 5 Tips to Recruiting Top Talent by Kathleen Dodaro, Ph.D.
The Week In Recruiting (and The Week in “Tweets”) by Jim Stroud (U.S.)
Friday August 8 recruitment roundup by Susanna Cesar-Morton (U.K.)
Fistful of Talent
Using Eliminated Candidates to "Coach" Those That Remain Alive.. (Or Why Harry Joiner Is a Genius) by Kris Dunn
Take a Break From Recruiting and Inspire Someone - Or Yourself... by William Uranga
Talent Management Rocks In the DC Public Schools... Well, Sorta... by Jessica Lee
The Great Recruiting "Snipe Hunt"... by Jennifer McClure
My Chair's Limiting My Innovation Level and Ability To Collaborate... by Kris Dunn
The Fordyce Letter
New Social Networking Sites to Explore by Mark Berger
Barbara Bruno - Good As Gold Training CEO by Bill Vick
Military Recruiters Who Lie by Neil McNulty
Lights, Camera, No Action for Video Resumes by Elaine Rigoli
Cultural Secrets in Global Recruiting by Steve Watson
Kennedy's Recruiting Trends
Your Next Hire: The Social Media Sourcing Specialist by Donald Breckenridge Jr
Relationship-Centric Team Building by David Nour
Landing Talent: Keeping Focused on Both the Emotional and Analytical Elements by Vikki Pachera
Are Doctors Endangered? by Kurt Mosley
Research Diamond by Chris Murdock
A Blog to Bookmark!
StlRecruiting, Jim Durbin's blog. With Jim reenganging recruiting bloggers in daily conversation just as well to point newbies to his well-heeled blog. Jim is one voice that has resonated astute analysis, considered opinion and quality writing since the clock started ticking. Jim also has a special knack for making St. Louis appear to be the center of the social media universe.…
s Maureen and I wrote starting back in 2005.
Some on Hysteria Lane Even Poach Their Turkey for Thanksgiving
“Visualize the parking space and it will appear,” Joan murmurs to herself as she pulls into crowded Wegman’s parking lot late Wednesday afternoon - the day before Thanksgiving. Superlative customer service aside, if only the customers were as nice as the employees. Pulling carefully past the parked cars, she maneuvers her Bimmer - yes, 35% affords her a nice life - towards the front of the store when she spies a car backing out of the handicapped spot. No, the person is not leaving; just perfecting the blue-line technique, except the driver manages to straddle into the non-handicapped space - and without a permit. “Just great!”
“Damn,” she mutters quietly, “this person better have a good reason to park like that.” Yep, she notices the blue parking tag attached to the rearview mirror of the Jag; the driver exits - there s something familiar about the woman Joan thinks to herself. “Harrumph!” she barks to no one in particular and turns into the next row in search of parking nirvana.
Finally, Joan notices another car - one of those cute Volkswagen bugs with a flower standing high above the dashboard - zipping impatiently down the lane next to her. Too fast around the curve, the car almost mows down a young mother with a fully-laden grocery cart, a baby in the seat, and a toddler by the hand. So abruptly does the woman have to pull her heavy shopping cart to a halt off the downhill ramp that two of the bags on top spill out in front of her and dump their contents out upon the macadam lot. By this time Joan had parked and left her car, clicking the lock as she approaches the unnerved young family. “Here, here, let me help, everything s going to be okay,” Joan comforts as she scrambles after the creamed corn and the spilled Macintosh apples. Tucking the last grapefruit in one of the bags, she smiles at the woman and asks, “Can I help you to your car?”
“No, no, thank you - you've been so kind - that lady almost ran into us!” she exclaimed. “It’s the holidays,” offered Joan and shrugs her shoulders. “Some people get crazy perversely around the holidays - don t let things like this keep you from having Happy Thanksgiving!”
“We will - we’re havin turkey!” shouted the toddler who added, “and punkin pie!” Smiling, Joan achingly remembers her children at that age. “Oh, how time vanishes!” she thinks to herself as she enters the brightly lit and festively trimmed store.
As she wheels the shopping cart out of the parked lane and enters produce section, a cart clips her heals and nearly causes her to pitch forward. Turning around and two milliseconds from cursing up a blue streak, she hears, “Oh! I’m so sorry - I’m movin too fast, as usual - oh! Joan! How are you?” the offender exclaims as Joan notices it’s one of her Hysteria Lane neighbors - and the woman in the Jag who parked in the handicapped spot outside. Joan s eyes tightened to narrow slits.
Joan searched deep inside for the politeness that enabled her to say, “Hello, Anti-Poaching Person; that s okay - accidents happen - how have you been?” As if she really cares…
“Oh, I've been so busy! Between my busy recruiting work and all the monitoring I do on the groups - you know the groups, right, Joan? I just love the groups - and I know they loooooove me. I don t have a minute’s peace. I’m finally just now getting to the store for the first time in two weeks - I should have just waited til after Thanksgiving.” she trails off as she looks at the crowded registers.
“Are you cooking tomorrow?” Joan asks to which Anti-Poaching Person shoots back with “Me cook? No way! I’ve had so many offers from people wanting me to come to dinner tomorrow but I’m just gonna stay home and catch up on some of my reading - you know how recruiting laws change every minute of every day of every month in this great land of ours. I’m thankful for that!”
Knowing better than to ask and risk a forty-five minute inquisition, Joan creeps forward, pushing her cart before her, peering intently at the prices marked on the baked goods offered for sale. “Those pies look good but they want what? $8.99? For a pumpkin pie! Goodness gracious, some people really do go nuts on the holidays,” she thinks to herself. “Well, Anti-Poaching Person I hope you have a nice holiday,” as she ignores Anti-Poaching Person’s groups question, “I better get going, I’m cooking and I’m here to buy a turkey.” Moving off, and thinking aloud, Joan says to no one in particular, “I’m just so tired of roasted turkey - this year I’m going to poach it.”
Anti-Poaching Person’s head does a 180 - the only thing missing is a spinning bed and green vomit. “What?” she cries. “Did I hear you correctly??? You’re going to do what?” Caught a bit of guard, Joan offers a weak “Huh?” She also notices the Jaguar logo key chain on the keys Anti-Poaching Person has hanging from her Coach purse. “What did you say?” Anti-Poaching Person demands. “Did you say you’re going to poach a turkey?”
“Uhhh, yeah,” Joan stammers as if confronted by a burly police officer, “I was thinkin about it. Might be a nice change - you know; kinda thinkin outside the bird,” as she offers weak smile and a sly wink at Anti-Poaching Person.
Like waving a red flag waved in front of a charging bull, Anti-Poaching Person’s face reddens to an equally deep crimson. “But don’t you know, Joan, poaching is just wrong - it’s illegal and unethical - in this state and all others! It doesn’t matter that it’s a turkey - all poaching’s illegal, illegal, ILLEGAL! And to top it off, it’s just plain fowl.”
Joan sharply replies. “Anti-Poaching Person we’ve been over this - you know I don’t agree with you on some things, and this is one of them. Let’s leave well enough alone before one of us gets our feelings hurt.” And it won t be me, Joan chuckles to herself.
“But Joan!” Anti-Poaching Person is frothing at the mouth and almost screaming, “poaching is illegal - you know it’s illegal - and unethical!” She just can t help herself, the poor thing. Easy, Joan. Somebody ought to get Anti-Poaching Person out of here. “Poultry Roasting Owners For Intelligent Turkey Society - PROFITS - has strict guidelines on how to prepare holiday fowl. I’m certified - and you should be too. It’s a sign that you believe in traditional Holiday food preparation.”
“Anti-Poaching Person! Stop! You've made my mind up - I’m going to poach this turkey and you can t stop me! Now, if you’ll excuse me, I have to find the Certified Poultry Purchaser - his name is Frank Clux and he is usually in this store.”
“What d’ya need to talk to him for,” Anti-Poaching Person asks, her nose wrinkling upwards as if smelling a foul scent.
“Well, if you must know, I want to know just how much he pays for the poultry he buys for this store - I found his name on their store telephone directory and I’ve left messages for him since Monday so I thought I’d come in here and hunt him down in person; I want to know why I have to pay $1.49/lb here when I can get it for 49 cents at Western Beef down the road.”
“A pilfered phone directory,” Anti-Poaching Person thinks to herself as a shudder runs across her thin frame. “I heard that before -oh yeah, I guess all of Hysteria Lane s gone to Heck in a Handbasket,” as she remembered the remark that wafted in on the morning breeze earlier in the week.
“Joan, we gotta talk,” Anti-Poaching Person blurts out, “You re gonna get yourself in some serious trouble, you have some serious bad habits, girl - did Noreen teach you this stuff?”
Joan chuckles louder than normal as Anti-Poaching Person throws her head back like an angry equine and mutters loudly under her breath so all in earshot can hear, “Poaching a turkey is just plain wrong.”
Turning to the woman who happens to be eavesdropping in on this juicy conversation, Joan smiles and says, “But it tastes soooooooo good.”…
Added by Steve Levy at 7:28pm on November 19, 2008
se of this humble digest has been eclipsed by a lot of changes since I started. They include a difficult landscape for a serious reader to navigate -- what with diarrheal levels of tweeting, rabid cross-posting, and too few really good writers to look forward to -- and a near-zero SEO lift which was one of the original goals.
For the casual observer all that might seem disingenuous with as many links as I produce each week. To be clear, just because I consider what I link to noteworthy doesn't mean that I think it is "good content" -- and then again, who I am to judge? -- or that I agree with what is being said, or that I particularly care for who is saying it. I did read it though, took notes. Surely that counts for something given the haystack, no?
What's missing from this column is my commentary, at least on the "non-archival" links, that's what I've been thinking. So, part of changing things up will my include a few "considered" and sometimes "irreverent" remarks. That way you'll know why I'm including a link and what I really think. Who knows, you may feel compelled to leave a comment or two yourselves.
In the meantime, this is that was the week that was...
Above the Fold
RecruitingBlogs.com Acquires PunkRockHR.com by Slouch
Hiring and Recruiting is on the Comeback: Contract and Hourly Recruiting First to Recover by Jonathan Chenard
Top 7 Mistakes that "Star" Recruiters do & "Good" recruiters dont by Kiran Gali
Six bottom-line best practices in recruiting by Kathleen Quinn Votaw
John Sumser's 100 Top Influencers
Top 100 v1.36 Joe and Cecelia Gonzalez
Mendoza's Monday Member Showcase
Meet Doug Kerken, RecruitingBlogs Activist - "The Tropical Feeling of Falling Three Floors Down A World Trade Center Elevator" [Better late than never!]
Rayanne's Bonus Track
The Big Picture
Monday's Post Pickin'
Slow Dancing in a Burning Room by Maren Hogan
Join the Internal Enterprise Conversation, Already in Progress by Mark Bennett
Prospective Employees Be Warned: Some Employers Search by Richard Becker
Can job boards truly be ‘Web 2.0? by Jeff Dickey-Chasins
Two Things That Bond Rush Limbaugh, The Dixie Chicks and Your Employees... by Kris Dunn
The Bots Revenge by Bill Boorman
Above the Fold
Are you a Gold Recruiter? by Charles Van Heerden
What George Orwell was trying to tell us by Mark A. Leon
John Sumser's 100 Top Influencers
Top 100 Influencers v1.35 Libby Sartain
Rayanne's Bonus Track
Now, Is that Appropriate Language?
Amitai Givertz's Recruitomatic Blog
Recruiting.com: From the ashes of disaster…
Tuesday's Post Pickin'
Expert Telephone Techniques by Craig Silverman
Employees fired for legally prescribed drugs by Sam Narisi
The Mantra of HR: A Great Defense is the Best Offense? by Lance Haun
Dear Entry-Level Medical Sales Candidate by Peggy McKee
Feelings of inadequacy fuel bullying by Brian Amble
The end of magic lacking in the HR marketplace by Kevin Grossman
5 Ways to Ruin Your Career on LinkedIn by Andy Headworth
Above the Fold
Top 100 Influencers: A nice new site for the industry's centurions via Maren
How To Overcome The Need For Closure by Pedro S. Silva II
Claudia's Wednesday Wisdom
When Candidate Experience is Customer Experience by Claudia Faust
John Sumser's 100 Top Influencers
Top 100 Allan Schweyer
Rayanne's Bonus Track
I Climbed a Hill
Wednesday's Post Pickin'
Good management is not about being fair by Meg Bear
Now Source Candidates Anywhere, Boolean Not Required by John Zappe
Tom Friedman Gets Talentism by Jeff Hunter
The Hotter Headhunter - Heidrick & Struggles by The Blunter Headhunter
Above the Fold
Employer Branding. How important is it to job seekers? by Laura Vezer
The Mechanic in a Suit: Harbinger of a Buyer’s Market by Gary Kustis, Ph.D.
Who’s Talking About You & Your Recruitment Agency Online? Find Out For Free (Reputation Management using Google Alerts) by Kohlben Vodden
Thursday's Thrasher with Scott Gordon
Don't forget what your real job is by Scott Gordon
Rayanne's Bonus Track
I will Beat that Hill
Thursday's Post Pickin'
Exploring the "Cost of Vacancy" Metric by Jeremy Shapiro
Is Corporate Recruiting Broken? Career & HR Experts Debate moderated by Moderator: Liz Ryan
The Fine Line Between Follow Up and Harassment by Jeffrey Burkhardt
Hiring Manager Profiles and Why Recruiters Dread Working in Corporate America by Michael Glenn
Wanted: All-Star Forklift Driver. Only 700+ Credit Scores Need Apply... by Josh Letourneau
Above the Fold
My Future in Recruiting by Jerry Albright
Duplication of Effort by Suzanne M King
You can be Heroes by Dan Nuroo
Resume Review - Getting Through the Stack Fast by Lesa Caskey
John Sumser's 100 Top Influencers
Wes Wu v1.37 The Technologist
Rayanne's Bonus Track
Failing to Burn
Friday's Post Pickin'
Hal Gregersen: How can HR drive innovation? by Jon Ingham
What Do Researchers Do – Part IV by Amybeth Hale
Employment Branding, a Strategic Initiative? on Recruiting Trends
Finding the right place for semantic search by Donato Diorio
Counteroffers - Handle them BEFORE they happen! by Jerry Albright
Amitai Givertz's Recruitomatic Blog
Today is a Good Day to Die
eers do are not equivalent to what illusions a magician pulls from a hat, but rather - the product of wisdom they have gained from years of dedicated inquiry, research and deliverables. Who better to start the series than my continuing conversation with Russ Moon, aka, "the Sourcing Samurai".
• Russ Moon
• Sourcing Consultant, Talent Find LLC
• Richmond VA
• RecruitingBlogs Profile
• Office: 804-643-8604
• Mobile: 804-402-2364
Q&A with Russ Moon
Six Degrees: What is the source of your "LOWEST COST OF HIRES" - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
Russ: In general employee referrals rank right up there for corporations. The internet with proper candidate development is even less, but frequently is not maximized in terms of the cost reduction potential. This is due to improper structure, inadequate training, process…..it only takes one fundamental block to be out of place to drastically dilute your results.
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review?
Russ: The computer does not know if you are looking for executive chefs, gas turbine start-up engineers or SAP FICO folks…that’s what I love is the variety of searches available. If you know the syntax, tools and techniques you can find what is needed. I love the hunt.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
Russ: I have approached my training from a holistic standpoint in that I try to expose myself to a variety of training given that each has its own merits. My goal with each session is to learn at least 3 new things I can try to help me find talent more efficiently and rapidly.
My education started in 2000 when I started with the original AIRS I,II and III (CIR) courses. Then I was fortunate to be on the AIRS University program during my tenure at MeadWestvaco while serving on their centralized recruiting team. I took full advantage and took like 9 courses in 7 months and that saturation training really leapfrogged my ability.
About the same time I recruited Shally to help me go to the next level and started his apprenticeship program. We worked together several times a week, he would at times coach me on particular searches or even come online with me to search and show me new approaches. That one year, in retrospect evolved me more than 5 years of self study. My income based on what I could do experienced a nice surge during that timeframe…so something was working …at least for me.
During my time at Wachovia I became involved with Broadlook Technologies and had some high caliber 1-1 training sessions with Kary Valley. Kary is simply scary smart and his impact on how I viewed what is possible in terms of data mining blew apart my mindset at the time. Delved very deeply into their Eclipse product, ultimately being named their first non-employee Black Belt. What still blows my mind is there is still a healthy amount of untapped capability that I have not harnessed with that product.
I returned full circle near the end of 2008 and start of 2009 returning to AIRS to renew my CIR and earn the ACIR (Advanced Certified Internet Recruiter) and recently the CSSR (Certified Social Sourcing Recruiter ) certifications. Really enjoyed the experience and was pleased to see AIRS still bringing fresh content to the training space. Every conference I attend I have made a point to sit in on Glenn/Shally’s presentations to stay on top of new syntax and their approach to sourcing. Preparing to further study under Shally as his time allows to “take it up another notch”. That will happen this week in his home and I have asked him to put together a regime for me that is somewhere in intensity between US Army Ranger Training and an unsedated medical procedure.
I want it to expose every chink I may have, put it out in the open and then we will jointly develop a written development plan to take me from point A to point B. I have also already heavily invested in some of Broadlook new training which is quite good. Improvement doesn’t just occur, you have to mentally be willing to pay the price just like an Olympic athlete who endures the workouts to condition themselves to perform at their peak.
There is a great deal of informal sharing and training that goes on, specific people I seek on particular topics. It is just a matter of saying “I’d like to learn more about this” and it helps to bring something to the table to share with them. I love our community.
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Russ: It really depends on the assignment. I no longer have a stock response of “I use XXX” because my toolkit has developed to the point of being somewhat unique and to tools to some degree can impact the direction the search takes based on the capabilities you have available to you. Of course, it comes back to skill and being comfortable with a certain procedure or tool or syntax which comes through practice. Lately, I find myself rethinking how to generate more speed in terms of my ability to find the same people I would have located anyway faster. The goal being to develop a more optimized toolkit and how I use it to allow me to deliver more talent in the same amount of time. Enjoying the process and several people have shared tips that have already shown me this is going to be a very good initiative. Some tools recently have been deleted, while in the last week I have added two new ones. Always evaluating and optimizing what works best in my assignments and if something doesn’t cut the mustard…it doesn’t last long.
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
Russ: Three tools when I first started (2000) that stood out as having either a “wow factor” or extreme utility were ACT!, AIRS Search Station (beta-tested) and EGrabber address grabber.
• ACT! – has a lot of interesting features and I thought was pretty versatile
• AIRS Search Station – my first foray into beta-testing and seeing a glimmer of how powerful search technology could be
• EGrabber address – it worked, easy to use, worked with ACT didn’t have to worry about it doing anything except pretty much working.
Six Degrees: How did your expectations of being a recruiter compare to the actual, first time you got on the phone or in the cubicle? In your opinion, how do people's assumptions about our vocation differ from reality?
Russ: I had no idea what was involved when I started. I remember buying Paul Fordyce’s manual on recruiting and studying others to try to develop my own authentic style. Sourcing – was so new that few in our industry understood it, much less knew enough to set their expectations. I realized later, as I spent more time in the trenches that part of my role was to educate, facilitate, share and catalyze understanding. During that process I experienced some of my greatest moments of illumination.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t, and how that moment culminated into a true learning experience?
Russ: Early in my career I would start sourcing, with an ‘eager to please’ attitude, without fully arming myself with all the information needed to really surgically source. This resulted in some near miss type candidates which were in the ballpark but not “Yes!” caliber. Intake Mistake …don’t make it and I will blog on this very soon.
What I learned was ‘slow is really fast.’ Slow in terms of taking the time to really indentify exactly what we are seeking, mapping out where this talent typically would congregate and thinking through your toolkit to make a decision on which tool/technique/source etc is going to have the highest probability of revealing that talent pool on my screen so that the core pipeline can be built. The tool piece is a bit sophisticated because there are more variables to factor in, with practice you start dialing some techniques in and it is very pleasant when you see your results onscreen change from goobley-goop into pure usable talent….that’s an interesting moment every time.
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.
Russ: I am being very authentic (which can be scary) and let my actions do the talking. If people are paying attention, they will get the message.
Certainly, I’m very passionate about helping others learn more about sourcing because it is part of the giving back process. There is no doubt in my mind that I have some very bright folks who graciously mentor me and I want to extend their influence by passing that on to others. It never fails to help me evolve so that philosophy has resulted in one win-win after another.
The forthcoming radio show, Sourcing Samurai, will be part of that effort where I’ll talk to very seasoned, knowledgeable experts who have spent the time in the trenches to really know what works about the people, experiences, training, technologies etc. that forged their sourcing mindset; changing how they approached their craft forever. Hopefully this very candid sharing will stimulate some thought in the audience over how they might learn from what the guests share with me.
Research is as much about knowing how to find the answer as it is knowing it. I know the guests who are slated to share are people that anyone who wants to learn more would do themselves a service by making a decision to spend that 15 minutes or so with us. Understand I touched upon the Sourcing Samurai previously, but it bears repeating, something free you will not want to miss.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
Russ: I developed a sourcing model and was able to navigate actually gaining senior leadership approval without any revision to the original presentation. Again my network served as a private sounding board which contributed invaluable insight. My experience at Wachovia/Wells Fargo truly ingrained the concept and value of open collaboration. It is a form of intellectual diversity which results in an end product which is far superior to simply locking yourself in your office and doing the work in a vacuum.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
Russ: Striving for brevity for the sake of time while balancing that with ensuring the communication is effective and professional.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
Russ: My opinion, which I don’t confuse as fact
Project Management - We need better skills there in general. We need to ask the right questions, i.e., “What’s the real scope ?” “What outside of the scope?”
“Letting Perfect be the Enemy of Good” – at a certain point, get going, watch what happens and adjust accordingly. Jason Goldberg has a phrase “Ship it”, which I have adopted. “Ship it”, Just do it and adjust vs. waiting until everything is perfect and the window of opportunity it closed.
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, -- what inspires you as you continue in your career?
Russ: I love what I do. Learning new things, analyzing, meeting the people, the relationships that have developed and are developing, technology - and I get paid to do things I really enjoy. I love it so much I just want to keep on going, evolving, growing, and seeing where the journey leads. We are in an era of exponentially accelerating possibility and that drives me.
Six Degrees: What one thing do you find most ideal given the opportunity to develop/ implementing/ invent professionally that has yet to be done.
Russ: I think for me personally I want to immerse myself in desktop technology and expand upon ways to increase the speed with which I source based on layouts, add-ons, toolbars and how I use them. It’s low cost, experience has shown me there is a lot of utility if you are disciplined in how you experiment and it sharpens your sourcing in general.
Six Degrees: Anything you want to plug?
Russ: My online Radio Show – "The Sourcing Samurai" - stay tuned lining up our first recording session now.
My Arbita BlogBlog – http://aces.arbita.net/blog/Russ
My Arbita Homepage
Six Degrees: How Are You Going To Change The Recruitment Industry?
Russ: I would like to help propel some of the thinking surrounding our industry. I would like to seed some healthy discussion, unearth some utilitarian tools, share with others and maybe inspire someone to really go for it. I have several experiences with “reverse mentoring” where I had a mentor who helped me with a topic and during that process I helped them gain a deeper understanding of what sourcing is all about. My new career provides opportunity for pursuing that passion and I truly enjoy the interaction with the super talented bright minds I tend to gravitate towards.
Help bring Sourcing/Research a little more out of the shadows. Keep and expand my seat at the table as a trusted adviser to the Senior Talent Acquisition Leaders who engage me to the point they want to bring me back. Help inspire someone with the aptitude to pursue this career path and show where it can lead.
I knew a decision had to be made fast.
“What do you want to do?” I asked.
“I’m going to call Diane back,” Pam declares.
I arch my eyebrows and turn my head slightly and say, “You think that’s a good idea?”both of us knowing the stakes at risk.
Chances were equally good Diane had sniffed something on the wind - after all, she was in negotiations for another job - and calls of the nature she just had don't come every day.
In fact, chances are she'd never received a call in her life like she just had!
Then again, standing at someone's desk and communicating on someone's else's phone is an awkward affair and there was reason to believe she could have wanted to get back to her own desk to continue this call.
If I had to lay money down on this one though, I'd go with the first bet.
Going directly at the “hot potato” in a sourcing project is a double-edged sword.
Anything can happen.
They can catch a whiff in the wind as to your motives (often they’re not as dumb as you might think they are!) and once sounded can send a message through an organization that can greatly reduce your chances of success.
However, chances of this happening run on the lower rather than greater side of percentages so many phone sourcers accept this risk.
Pam was still willing to accept this risk.
A phone sourcer’s “spidey-sense” often plays the most important part in this decision; the run-up to this next-step action is what sets the stage and is many times the deciding factor in moving forward (or not.)
“While you do that I’m going to call my songbird back. Maybe she’s back from her meeting!” I chirp, trying to lighten the mood and even the odds, noticing that about a half-hour had elapsed since last I spoke with Annette, as I head for the powder room.
I see Pam pick up the phone out of the corner of my eye as I pass and one part of me doesn't want to witness what happens next.
I softly close the bathroom door and quickly dial Annette's number.
"Annette? This is Maureen again. I'm so glad you're back from your meeting."
"Yeah, it didn't last long," Annette sighs and I can't help but think she sounds relieved.
"I found Diane but guess what?" I ask, rather conspiratorially. "She wasn't in Loreen's group like I thought but she was in Renee York's group and I wouldn't have found her if you hadn't told me who Renee was - I'm so grateful!"
"Well, I'm glad," Annette begins to say and I can hear in her voice she's beginning to wonder why I'm doing all this explaining so I quickly cut to the chase.
"But now I can't reach Diane and I'm wondering if you can see if there's anyone else in her group I might try?"
I hold my breath because I feel like I may be wearing out my welcome with Annette but my luck seems to hold.
"Sure!" Annette exclaims with some enthusiasm that renews mine and she breathes those wonderful words every phone sourcer thrills to hear, "Let me open up my directory..."and all falls silent.
"Okay, what do you need?" she asks and I repeat Diane's manager's name - Renee York - and wait, giving Annette time to find her in the system.
"Here she is; yes! I see Diane!" she calls out like she's discovered the missing puzzle part (which, of course, she has!) and then she says, "It looks like Renee has several reports,"and my heart races as it so often does upon hearing news like this and I hold my breath waiting to see if Annette needs further prompting.
It appears she does.
"Does Diane have any other consultants listed with her?" and again, I hold my breath knowing I'm being a bit more brashly bold than I usually am when the stakes are so high but time was drawing on and I did want to get over to the conference too because I did have a presentation to present shortly after lunch!
"She does - three of them," Annette answers and I am rewarded with that warm glow that comes when puzzle pieces begin to fit snugly together.
"Oh?" I ask, trying to sound casually interested. "Maybe one of them could help me," I offer, like I'm half-talking to myself, sounding out theories.
"What are their names?"
Annette tells me.
I ask for their numbers.
She gives them to me.
I ask for their company affiliations.
She gives me those too.
One of them works for the same company Diane does and two of them work for a different consulting company.
I'm not finished.
I then ask if Renee has any other reports "just in case, and it probably won't happen but just in case so I don't have to bother you again, Annette," and guess what? She does! Four of them with delicious sounding titles like "Specialist - Marketing Loyalty Redemption Programs" and "Associate -Loyalty/Email Marketing" and "Specialist - Airline Direct Marketing" and "Marketing Associate -Airlines Direct Marketing" and I feel like my life is complete.
Once I have the direct dials which she also gave me.
Now, I know you're all wondering what happened when Pam called Diane back.
She got her Voice Mail.
We were both glad I hedged that bet.
There may be another installment to this story and there may not be.
I am in contact with Bill and am following the progress of the candidates from this airline.
As in all of recruiting one day the news is good and the next it is bad.
Once I have a clearer picture of the outcome I'll try to summarize it for you.
In the meantime maybe Bill would like to fill us in on what's going on.
Thank you for following this long series and I hope you enjoyed it.
For more information about phone sourcing I strongly encourage you to join this membership network you're on right now (MagicMethod PHONE SOURCING) and explore the many postings that have largely to do with the subject of telephone sourcing.
When I started phone sourcing in 1996 there was nothing like this available and still today there is nothing like it anywhere but at this site!
I don’t say that lightly. It’s still the only place to come for expert phone sourcing information – this arcane subject so few know much of anything about.
On Sunday nights at 6 p.m. ET we meet here on the main page in the Chat Room to talk about phone sourcing and to get our week started early.
I hope you'll join us!
513 899 9628 / 513 646 7306
maureen at techtrak.com
*ensorcel: to bewitch, charm, engage, fascinate…