Dean Da Costa's Posts - RecruitingBlogs2024-03-29T00:10:10ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCostahttps://storage.ning.com/topology/rest/1.0/file/get/1526887660?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=21n3n4uxv9j8m&xn_auth=noService Level Agreement (SLA), a 2 way Agreement!!tag:recruitingblogs.com,2023-04-03:502551:BlogPost:23429712023-04-03T20:41:49.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/11019930283?profile=original" rel="noopener" target="_blank"><img class="align-center" height="387" src="https://storage.ning.com/topology/rest/1.0/file/get/11019930283?profile=RESIZE_710x" width="429"></img></a></p>
<p style="font-weight: 400;"><strong>Service Level Agreement (SLA), a 2-way Agreement!!</strong></p>
<p></p>
<p style="font-weight: 400;">Most of us know what an SLA is and how it is used. Simply put an SLA is -<span> </span>is where the level of service is formally defined. What that means is, it states who does what, at what level, and by…</p>
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<p style="font-weight: 400;"><strong>Service Level Agreement (SLA), a 2-way Agreement!!</strong></p>
<p></p>
<p style="font-weight: 400;">Most of us know what an SLA is and how it is used. Simply put an SLA is -<span> </span>is where the level of service is formally defined. What that means is, it states who does what, at what level, and by when.</p>
<p></p>
<p style="font-weight: 400;">As it relates to staffing and particularly corporate staffing, it is what the staffing professional commits to with regard to a position and the hiring manager(HM). However, what most staffing professionals do not realize or incorporate in their SAL, is the hiring manager's requirements.</p>
<p></p>
<p style="font-weight: 400;">That is a shame, as this is your time to get in writing, not just what you will do, but what the HM will do. This is your chance to get in writing how long they have to do it. For example, this is where you can get in writing how long the HM has to respond to you about a candidate.</p>
<p></p>
<p style="font-weight: 400;">I guarantee that you get a good SLA that outlines not just what the HM can expect from you but what you can and should expect from them, and it is agreed upon by all parties. You will have a much better relationship, and you will get a lot more done. You will create a true Hiring Team(HT), that will no longer have a clear line of demarcation, but instead will be one team, on the same sheet, working hard towards a common goal, with no finger-pointing.</p>
<p></p>
<p style="font-weight: 400;">A true, 2 way SLA is the key to creating a utopian staffing relationship with your hiring group.</p>Leaders VS Managerstag:recruitingblogs.com,2023-03-20:502551:BlogPost:23430022023-03-20T20:08:37.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
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<p style="font-weight: 400;">Leaders VS Managers</p>
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<p style="font-weight: 400;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in mind my point of reference for this is based on my 12+ years in the military, which…</p>
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<p style="font-weight: 400;">Leaders VS Managers</p>
<p></p>
<p style="font-weight: 400;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in mind my point of reference for this is based on my 12+ years in the military, which includes during war time, and my 15+ years amongst the professional ranks.</p>
<p></p>
<p style="font-weight: 400;">For one you can be a manager but not manage anyone. There are allot of positions out there that are titled manager or management that do not have direct people managing requirements. While the only way to be a leader or be in a leadership role is to lead people. Leaders are born, managers are created.</p>
<p></p>
<p style="font-weight: 400;">In addition anyone can be a manager, only a select few can be leaders. A manager(if they are managing people) can have influence over people because of their title without ever having earned that influence, respect or trust. A leader, will not only have that influence because of their title, but they will have earned it through deeds, they will be respected because they earned it, and they will be trusted by the people who work for them because they have proven they are trustworthy. They will have a way about them, that demands respect. This is something that cannot be made, or learned you either have it or you do not. Sometimes it take awhile before it shines through, but if you have this elusive ability sooner or later it will be clear, you are a leader.</p>
<p></p>
<p style="font-weight: 400;">A true leader knows how to utilize all 3 leadership styles, authoritarian, participative and delegative. They will know when and how to use them. The will make those around them better. The will also live by the simple rule of "taking care of others, takes care of yourself". Which means for the purpose of leaders very simply, if you truly take care of your workers, they will want to reciprocate and take care of you. The only true way for a worker to take care of their leader, is to do their jobs in an outstanding manner. Which in turns makes the leader look good. A true leader will understand everyone makes mistakes, and the key is not repeating the same mistake over and over again. A great leader does not need to be an expert at anything other than leading to get a job done, of course it does help if you have the technical skills, or knowledge.</p>
<p></p>
<p style="font-weight: 400;">A manager will usually be an expert in a process or procedure or skill. Maybe even a great programmer or recruiter. However being a great programmer or recruiter does not make you a great manager or leader.</p>
<p></p>
<p style="font-weight: 400;">Earlier I made the statement " leaders are born, managers are created." This is very true. However there are those rare occasions, when you get the best of both worlds. When you get a managers, who is a leader. What you have then is the best of the best, the ultimate managing leader.</p>
<p></p>
<p style="font-weight: 400;">When you do get a person who is not only a technical expert, but knows how to lead, you should enjoy it, because they are rare, and with leaders like that you can work wonders, achieve great success, and perhaps, if you are lucky, and already have a the ability to lead in you, you can learn to be the best of the best, the Managing Leader.</p>Complacency is a recruiters worst enemy!!tag:recruitingblogs.com,2023-03-13:502551:BlogPost:23423392023-03-13T19:38:12.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
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<p style="text-align: center;">Complacency is a recruiters worst enemy!!</p>
<p style="text-align: center;"></p>
<p style="font-weight: 400;">Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10997051094?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10997051094?profile=RESIZE_710x" class="align-center"/></a></p>
<p style="text-align: center;">Complacency is a recruiters worst enemy!!</p>
<p style="text-align: center;"></p>
<p style="font-weight: 400;">Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their laurels so to speak. Sometimes with recruiters it can also happen because they think they know the business they support to well, or they have allot of candidates in the pipe. However the reality is there is no such thing as to many, because inevitably, some will fall off for varying reasons such as; change their minds, fail tech screen, cannot relo, HM changes their mind, etc... Then you are stuck with not enough, because you became complacent.</p>
<p style="text-align: left;"></p>
<p style="font-weight: 400;">In some cases the complacency comes from thinking they have so much experience they know it all. Trust me you do not. I have over 15 years in staffing and I still attend at least 2 webinars on staffing, recruiting, boolean searches, social media, etc.. every month. Trust me you never know it all, there is always something new, sometimes it is directly related to staffing, sometimes it is Program management, sometimes time management. There is always something you can learn, some new knowledge, skill or tool you can add to your skills set to make yourself better.</p>
<p style="text-align: left;"></p>
<p style="font-weight: 400;">The point is now matter how good you think you are, there is always someone better. No matter how successful you are there is always someone more successful or a way for you to me more successful. Do not become complacent. Continue to strive to be better or I can guarantee you someone, and maybe even the whole industry will pass you by.</p>Your Resume the Key to new Opportunities!!tag:recruitingblogs.com,2023-02-27:502551:BlogPost:23415882023-02-27T21:14:08.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"><strong><a href="https://storage.ning.com/topology/rest/1.0/file/get/10973937101?profile=original" rel="noopener" target="_blank"><img class="align-center" height="437" src="https://storage.ning.com/topology/rest/1.0/file/get/10973937101?profile=RESIZE_710x" width="464"></img></a></strong></p>
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<p style="font-weight: 400;"><strong>Your Resume the Key to new Opportunities!!</strong></p>
<p style="font-weight: 400;">Your resume, think of it as the key to opening doors to new possibilities and…</p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"><strong><a href="https://storage.ning.com/topology/rest/1.0/file/get/10973937101?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10973937101?profile=RESIZE_710x" class="align-center" width="464" height="437"/></a></strong></p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;"><strong>Your Resume the Key to new Opportunities!!</strong></p>
<p style="font-weight: 400;">Your resume, think of it as the key to opening doors to new possibilities and opportunities. So given it is the key, you should probably learn how to write a great resume. First there are 3 main styles of resumes:</p>
<p style="font-weight: 400;"><strong>Chronological Resume:</strong><span> </span>A chronological resume starts by listing your work history,<span> </span>with the most recent position listed first. Employers typically prefer this type of<span> </span>resume because it's easy to see what jobs you have held and when you<span> </span>have worked<span> </span>at them.</p>
<p style="font-weight: 400;"><strong>Functional Resume:</strong><span> </span>A functional resume focuses on your skills and experience,</p>
<p style="font-weight: 400;">rather than on your chronological work history. It is used most often by people</p>
<p style="font-weight: 400;">who are changing careers or who have gaps in their employment history.</p>
<p style="font-weight: 400;"><strong>Combination Resume:</strong><span> </span>A combination resume lists your skills and experience</p>
<p style="font-weight: 400;">first. Your employment history is listed next. With this type of resume, you can</p>
<p style="font-weight: 400;">highlight the skills you have that are relevant to the job you are applying for,</p>
<p style="font-weight: 400;">and also provide the chronological work history that employers prefer.<br/><br/></p>
<p style="font-weight: 400;"></p>
<p style="font-weight: 400;">So which do you choose? For me, I prefer the Combination, or as I call it “the best of both worlds”.</p>
<p style="font-weight: 400;">The first resume you write should be what I call your “uber resume” (also known as "Resume Journaling"). This means you write a resume that includes everything you ever did, even if it is an additional job or duty. This resume will be way more than the recommended 1-2 pages long (if you have only been in the workforce for a short time it might be shorter). This resume will be updated constantly to capture everything you have ever done. To do this you will need to gather every piece of information you can. Things to gather:</p>
<ul>
<li style="font-weight: 400;">School transcripts</li>
<li style="font-weight: 400;">Training certificates</li>
<li style="font-weight: 400;">Reviews</li>
<li style="font-weight: 400;">White Papers, patents, books, and blogs you have written</li>
<li style="font-weight: 400;">Old resumes</li>
<li style="font-weight: 400;">Any other information that can provide information and data for your resume</li>
</ul>
<p style="font-weight: 400;">So now time to write, or actually type. Make sure you pick an easy-to-read font and seize and make sure you save it in multiple formats to include text. The reason is some sites will allow you to upload a resume but only in certain formats. When writing it, as a minimum you should include the following; name, email address, phone number, and if you have it your LinkedIn profile. As to address or more, be careful, as there are those who will use that info to steal your identity.</p>
<p style="font-weight: 400;">When writing your resume make sure to utilize clear measurable achievements. For example do not just say “increased hiring”, instead say “increased hiring 50%”. This not only states what you did, but gives a clear, measured, and quantifiable number that potential employees can wrap their arms around. Also, remember when writing it in allot of cases it will end up in an “applicant tracking system” where it will be searched on. When it is searched for it will be searched for based on the buzzwords that are appropriate for the job, so be sure you include them in your resume. This includes software, skills, attributes, and industry buzzwords.</p>
<p style="font-weight: 400;">Also when writing your resume you need to use action words, when possible. Below are a few, not all, but a few action words you can use.</p>
<table width="100%" style="font-weight: 400;">
<tbody><tr><td width="20"></td>
<td width="30%"><p><strong>General Skills</strong><br/>Achieved<br/>Arranged<br/>Built<br/>Collected<br/>Contributed<br/>Delivered<br/>Designed<br/>Dispatched<br/>Examined<br/>Improved<br/>Increased<br/>Informed<br/>Maintained<br/>Organized<br/>Performed<br/>Purchased<br/>Prepared<br/>Scheduled<br/>Supervised<br/>Trained</p>
</td>
<td width="30%"><p><strong>Technical Skills</strong><br/>Assembled<br/>Balanced<br/>Built<br/>Calculated<br/>Cut<br/>Designed<br/>Detected<br/>Developed<br/>Formed<br/>Generated<br/>Inspected<br/>Installed<br/>Maintained<br/>Molded<br/>Operated<br/>Packaged<br/>Processed<br/>Remodeled</p>
</td>
<td width="30%"><p><strong>Sales Skills</strong><br/>Accomplished<br/>Arbitrated<br/>Budgeted<br/>Computed<br/>Consulted<br/>Demonstrated<br/>Dissuaded<br/>Exceeded<br/>Forecasted<br/>Generated<br/>Increased<br/>Influenced<br/>Marketed<br/>Ordered<br/>Persuaded<br/>Produced<br/>Projected<br/>Promoted<br/>Realized<br/>Saved<br/>Sold</p>
</td>
</tr>
<tr><td width="20"></td>
<td><p><strong>Communication Skills</strong><br/>Addressed<br/>Authored<br/>Clarified<br/>Created<br/>Demonstrated<br/>Drafted<br/>Presented<br/>Persuaded<br/>Proofread<br/>Reported</p>
</td>
<td><p><strong>Clerical Skills</strong><br/>Assigned<br/>Balanced<br/>Catalogued<br/>Charted<br/>Compiled<br/>Composed<br/>Distributed<br/>Edited<br/>Followed up<br/>Identified<br/>Ordered<br/>Planned<br/>Prepared<br/>Recorded</p>
</td>
<td><p><strong>Helping Skills</strong><br/>Assisted<br/>Attended<br/>Comforted<br/>Consoled<br/>Encouraged<br/>Facilitated<br/>Guided<br/>Helped<br/>Nursed<br/>Reassured<br/>Served<br/>Supported<br/>Tutored</p>
</td>
</tr>
</tbody>
</table>
<p style="font-weight: 400;">So now you have this big, long “uber resume”. So what’s next? Next, you start applying to jobs, and you copy out of your “uber resume” the parts that are specific to the job you are applying for. For example, if you are applying for a recruiting job, you copy out the recruiting-specific portions of your “uber resume” thus creating a “recruiting resume”. Now you have a recruiting-specific resume that can be used for applying to recruiting jobs and it was all quick and easy as cut and paste. Remember to try to keep it to no more than 2 pages. The key is "try", if you have enough experience and it goes longer, so be it.</p>
<p style="font-weight: 400;"><br/>Besides a resume, you will need, a cover letter and thank you notes.</p>
<p style="font-weight: 400;">A cover letter is a letter that introduces you more formally, announces your candidacy, and should provide some information that is not in your resume about how you qualify for the position.</p>
<p style="font-weight: 400;">Suggested cover letter layout:</p>
<ul>
<li style="font-weight: 400;">List your name, email address, and telephone number with the area code at the top of the page.</li>
<li style="font-weight: 400;">Address the cover letter to a specific person if possible.</li>
<li style="font-weight: 400;">First paragraph: Begin with an introduction paragraph to explain how you learned about the job or the company. (Job fair, newspaper, friend.) Name the specific position that you are applying for.</li>
<li style="font-weight: 400;">Second paragraph: Briefly write up your skills to aim toward the open position and explain what you can bring to the job. Do not simply repeat the information in your resume. Be creative when explaining why you are the best job match. The goal of the cover letter is to encourage the employer to read your resume.</li>
<li style="font-weight: 400;">Third paragraph: Explain the next action you will take. For example, I will telephone in one week to follow up on this position. Be sure to thank the employer for their time, stating that you look forward to interviewing with them.</li>
<li style="font-weight: 400;">Close and sign your letter. For example:</li>
</ul>
<p style="font-weight: 400;">Respectfully,</p>
<p style="font-weight: 400;">Your handwritten signature (if being mailed or handed in person)</p>
<p style="font-weight: 400;">Type your name</p>
<p style="font-weight: 400;">Ok, you know how to write a resume and a cover letter. Now for the final piece, the thank you note for after-interviews of any kind. The thank you note should be short, concise, and above all appreciate their time. General guideline:</p>
<ul>
<li style="font-weight: 400;">Greeting</li>
<li style="font-weight: 400;">Thank you for taking the time to interview</li>
<li style="font-weight: 400;">Statement of how you feel you fit after the interview and the information you found out via the interview</li>
<li style="font-weight: 400;">A wrap-up such as; “I look forward to hearing from you”.</li>
<li style="font-weight: 400;">Your name</li>
</ul>
<p style="font-weight: 400;">So there you have it, you are fully armed to write your resume, cover letter, and thank you notes. Time to start posting and applying and finding your new job.</p>The Few, the Proud, the Looking, and Why you should hire them!!tag:recruitingblogs.com,2023-01-02:502551:BlogPost:23408812023-01-02T20:07:04.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p style="font-weight: 400; text-align: center;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10923801067?profile=original" rel="noopener" target="_blank"><img class="align-center" height="296" src="https://storage.ning.com/topology/rest/1.0/file/get/10923801067?profile=RESIZE_710x" width="552"></img></a></p>
<p style="font-weight: 400; text-align: center;"></p>
<p style="font-weight: 400; text-align: center;"><strong>The Few, the Proud, the Looking, and Why you should hire them!!</strong></p>
<p></p>
<p style="font-weight: 400;">Yes, we are talking about the military. Every year thousands of these proud warriors…</p>
<p style="font-weight: 400; text-align: center;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10923801067?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10923801067?profile=RESIZE_710x" class="align-center" width="552" height="296"/></a></p>
<p style="font-weight: 400; text-align: center;"></p>
<p style="font-weight: 400; text-align: center;"><strong>The Few, the Proud, the Looking, and Why you should hire them!!</strong></p>
<p></p>
<p style="font-weight: 400;">Yes, we are talking about the military. Every year thousands of these proud warriors get out and face an uncertain future. Not knowing what they should do.</p>
<p style="font-weight: 400;">However, there are some things everyone should keep in mind, with regard to the military. There are some skills or rather ideals, and things they learn that make them ideal employees. These people live and breathe the ideals of; loyalty, honor, hard work, determination, going above and beyond, and sacrifice. In their world, if you do not live by these ideals, people die. Of course, in most cases, they come equipped with a lot of education benefits, a lot of relevant training, and a lot of heart and desire.</p>
<p style="font-weight: 400;">So if you want to have an employee who will give their all, will never give up, be loyal, honorable, and be the kind of employee you could be proud of, hire an ex-military person, and watch them, not just get the job done, but get it done right, done quickly and watch them make you look good.</p>The Forgotten Secret Weapons to Optimization!!tag:recruitingblogs.com,2022-10-03:502551:BlogPost:23387342022-10-03T19:55:18.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10833835071?profile=original" rel="noopener" target="_blank"><img class="align-center" height="695" src="https://storage.ning.com/topology/rest/1.0/file/get/10833835071?profile=RESIZE_710x" width="579"></img></a></p>
<p></p>
<p style="font-weight: 400;"><strong>The Forgotten Secret Weapons to Optimization!!</strong></p>
<p></p>
<p style="font-weight: 400;">What are these "Secret weapon" you wonder! A Dictionary and Thesaurus. That is right probably two of the oldest books around are the secret weapon. Now first let's not think of Dictionaries and Thesaurus's as only…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10833835071?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10833835071?profile=RESIZE_710x" class="align-center" width="579" height="695"/></a></p>
<p></p>
<p style="font-weight: 400;"><strong>The Forgotten Secret Weapons to Optimization!!</strong></p>
<p></p>
<p style="font-weight: 400;">What are these "Secret weapon" you wonder! A Dictionary and Thesaurus. That is right probably two of the oldest books around are the secret weapon. Now first let's not think of Dictionaries and Thesaurus's as only the old books on our book shelves. I am talking about any dictionary; the standard, online, technical, etc.. Any book or website that defines things, is by definition a dictionary. The same goes for a Thesaurus.</p>
<p></p>
<p style="font-weight: 400;">Now how can these two types of resources help us, as staffing professionals. Well in the age of the search engine, the age were you need to think of any way you can possibly write something and have it mean the same thing. The age of "Search Engine Optimization", both as a standard search engine, a job board or a database, the ability to come up with all the different ways a person might search for something or the words they might put on their resume or in a document can help us find hidden gems.</p>
<p></p>
<p style="font-weight: 400;">Example let's look up resume in a thesaurus:</p>
<p></p>
<p style="font-weight: 400;">You get-Curriculem Viate, Vita, CV, Synopsis, Abstract, Precis, Work History, Biography, summary, Bio etc..</p>
<p></p>
<p style="font-weight: 400;">So now lets do a quick search in google</p>
<p></p>
<p style="font-weight: 400;">inurl:resume yields over 5,710,000 results.</p>
<p></p>
<p style="font-weight: 400;">inurl:workhistory yields over 4,510 and yes some of those results are what we would call resumes.</p>
<p></p>
<p style="font-weight: 400;">inurl:"work history" yields 15,100 results and again some are what we would call resumes.</p>
<p></p>
<p style="font-weight: 400;">So you can see how just looking up the word resume in a thesaurus, gave us other ideas on how to search. Also remember I used just a standard thesaurus. There are all types and all will give you other words that mean the same thing.</p>
<p></p>
<p style="font-weight: 400;">Let's look at another example; you need a tester, well if you look up testing in a technical thesaurus you will see allot of interesting words used to mean testing, such as "reverse engineering". If you search on testing you will get a certain number of hits, you search on "reverse engineering" you will get a certain number of hits, but you will get a large percentage that will not be the same. Of course the same principle works with search strings, job descriptions, resume writing, blogging etc..</p>
<p></p>
<p style="font-weight: 400;">Basically all we are doing by using these age old tools, in all their varied forms is doing a type of optimization. Whether it is job description, search string or resume writing the idea is to use as many possible words, and phrases that mean the same thing as what we want, in the event someone out there, and they will, uses them also.</p>The Black Hole, that is the Hiring Manager(HM)!!tag:recruitingblogs.com,2022-06-06:502551:BlogPost:23343892022-06-06T22:27:52.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10544405463?profile=original" rel="noopener" target="_blank"><img class="align-center" height="309" src="https://storage.ning.com/topology/rest/1.0/file/get/10544405463?profile=RESIZE_710x" width="550"></img></a></p>
<p style="font-weight: 400;"><strong>The Black Hole, that is the Hiring Manager(HM)!!</strong></p>
<p></p>
<p style="font-weight: 400;">We have all been through it. Sending resume upon resume, screen upon screen, over to the HM, only to have them disappear, never to be heard from again. Seemingly lost in some black hole. The question is what to do about…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10544405463?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10544405463?profile=RESIZE_710x" class="align-center" width="550" height="309"/></a></p>
<p style="font-weight: 400;"><strong>The Black Hole, that is the Hiring Manager(HM)!!</strong></p>
<p></p>
<p style="font-weight: 400;">We have all been through it. Sending resume upon resume, screen upon screen, over to the HM, only to have them disappear, never to be heard from again. Seemingly lost in some black hole. The question is what to do about it. Well there are numerous ways to deal with this.</p>
<p></p>
<ol>
<li style="font-weight: 400;">Create a two way SLA, that states how long the HM has to get back to you about candidates. Ensure there are ramifications should he not meet his end of the SLA. Things like his openings go to the bottom of the list or even do not get worked on. This will give you some leverage as it then provides you with documented support to take to your manager.</li>
</ol>
<p></p>
<ol start="2">
<li style="font-weight: 400;">Ensure you are using some kind of reporting, send a weekly update to the HM, your manager and the HMs manager. This will definitely make things happen.</li>
</ol>
<p></p>
<ol start="3">
<li style="font-weight: 400;">Have a weekly meeting set up between you and the HM, were you can go through all the candidates, face to face.</li>
</ol>
<p></p>
<ol start="4">
<li style="font-weight: 400;">Ensure the HM fully understands the concept of the "Hiring Team". Sometimes HM do not get it and need it explained further.</li>
</ol>
<p></p>
<ol start="5">
<li style="font-weight: 400;">Ensure when you send submittals, they are clearly marked and sent as "High Importance", even ask for a delivery and read receipt.</li>
</ol>
<p></p>
<ol start="6">
<li style="font-weight: 400;">Set up a weekly sourcing session and ensure the HM attends,. This will force the HM to be more vested and therefore more likely to respond and will also show the HM how difficult sourcing really is. Once they appreciate it more they will respond better.</li>
</ol>
<p></p>
<ol start="7">
<li style="font-weight: 400;">Some companies had hiring as part of a persons review, I can guarantee this will ensure you get a response. Work with HR to make this happen.</li>
</ol>
<p></p>
<p style="font-weight: 400;">Well there are some ways to help alleviate the "Black Hole" that is the HM.</p>How to write a great job description!!tag:recruitingblogs.com,2022-05-23:502551:BlogPost:23343002022-05-23T21:02:04.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10510256058?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10510256058?profile=RESIZE_710x"></img></a></p>
<p></p>
<p></p>
<p style="font-weight: 400; text-align: center;"><span style="font-size: 24pt;"><strong><u>How to write a great job description</u></strong></span></p>
<p style="font-weight: 400;">It’s All In The Name – Your first challenge is to get a top candidate to click on your job posting from a large, mind-numbing, and repetitive list of…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10510256058?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10510256058?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p></p>
<p style="font-weight: 400; text-align: center;"><span style="font-size: 24pt;"><strong><u>How to write a great job description</u></strong></span></p>
<p style="font-weight: 400;">It’s All In The Name – Your first challenge is to get a top candidate to click on your job posting from a large, mind-numbing, and repetitive list of startling similar jobs. Research shows that job seekers click on jobs based on the name and reputation of the posting company and the job title. You can’t do much about your company name…but you sure can spice up your job title. Add action to your title that speaks directly to the opportunity the job offers.</p>
<p></p>
<p style="font-weight: 400;">Focus on Achievement – Studies indicate that the opportunity for advancement and interesting work is significantly higher drivers for job candidates than compensation. Make your positions attractive by describing what individuals can hope to accomplish in their new job.</p>
<p></p>
<p style="font-weight: 400;">Search for Success – Instead of turning your advertisement into a laundry list of desired skills, define your position in terms of the successes that qualified candidates will need to demonstrate.</p>
<p></p>
<p style="font-weight: 400;">Convey Excitement – The best job postings are those that are fun to read. You know which ones they are – descriptions that have the reader saying, “That sounds like an interesting job.” Take the time to understand the position, and get excited about your company’s culture and the promise of the opportunity. If you wouldn’t want to apply, no one else will either.</p>
<p></p>
<p style="font-weight: 400;">Spell out true requirements – If there are must-have technical or knowledge-based requirements of the job, spell these out clearly and early in the post. People will be less inclined to read on and become interested in a position that they know from the outset they are unqualified for.</p>
<p></p>
<p style="font-weight: 400;">Set job seeker expectations appropriately – By doing a good job of defining the daily responsibilities of the job, you will also be discouraging people who don’t wish to do those things.</p>
<p></p>
<p style="font-weight: 400;">Require Homework - Consider asking for a cover letter with each application. This simple request will often weed out people that are taking a flyer on a job they really don’t know much about. Have your candidate solve a tough problem, and submit a piece of code. Watch out, while this could be fun, it may also deter candidates who you may have been interested in.</p>
<p></p>
<p style="font-weight: 400;">Writing a JD</p>
<ol style="font-weight: 400;">
<li>Minimum Qualifications; minimum requirements.</li>
<li>Basic Qualification: next set of qualifications ie;..Job-specific</li>
<li>Preferred Qualifications; nice to haves, group-specific.</li>
</ol>
<p>ABOVE ALL FOCUS ON WHAT'S IN IT FOR THE CANDAIDTE.!!!</p>It’s a small world after all, and the Pyramids!!tag:recruitingblogs.com,2022-05-16:502551:BlogPost:23337582022-05-16T17:47:44.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10491145684?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10491145684?profile=RESIZE_710x"></img></a></p>
<p></p>
<p style="font-weight: 400;">I know what you are thinking, what does a Disney song; have to do with the Pyramids? Well, the connection is really very simple.</p>
<p style="font-weight: 400;"> </p>
<p style="font-weight: 400;"> Let’s start with the pyramids or the premise of a pyramid. There is an old adage, if you tell a secret to someone, they…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10491145684?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10491145684?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p style="font-weight: 400;">I know what you are thinking, what does a Disney song; have to do with the Pyramids? Well, the connection is really very simple.</p>
<p style="font-weight: 400;"> </p>
<p style="font-weight: 400;"> Let’s start with the pyramids or the premise of a pyramid. There is an old adage, if you tell a secret to someone, they will tell someone else, who will tell 2 more who will each tell 2 more, and before you know it everyone knows about the secret. Worse what you told the first person and what the last people were told will not be the same. The secret will grow legs and turn into some monster that is so far from the truth that it becomes out of control. This is the “pyramid principle” of communication. Each conversation builds onto another conversation and grows, like a pyramid.</p>
<p style="font-weight: 400;"> </p>
<p style="font-weight: 400;">Now let’s say you are a staffing professional, and you speak to a potential candidate and you treat them like a piece of meat. What do you think they are going to tell others? Trust me it will not be good. Of course, given the number of candidates around, you figure so what no worries. Well here is where the “it’s a small world after all” comes to get you.</p>
<p style="font-weight: 400;"> </p>
<p style="font-weight: 400;">If you remember in a previous post I spoke about how good people in a particular vocation or with particular skills tend to gravitate toward others of like vocations and skills. Heck, the whole social community phenomenon is built on this premise. Well let’s say you treat a C# developer like a piece of meat and they, for good reason, get upset. Who do you think they are going to tell? The answer, is others they communicate with, in most cases more C# developers, and of course, those developers will tell others and so on, and on, and on, until an entire community thinks you treat people like meat. Guess what now no one in that community will talk with you, and eventually, it will grow even bigger.</p>
<p style="font-weight: 400;"> </p>
<p style="font-weight: 400;">Now perhaps you can see how “It’s a small world after all and the Pyramids” are connected. A staffing professional’s reputation, how they treat their candidates, coworkers, etc. is going to dictate how successful they might be in the future. Because people will talk, treat them well, and everyone will be open and available, treat them bad, and eventually you will find yourself on the outside looking in.</p>Research - To find it, you must understand it!!!!!tag:recruitingblogs.com,2022-05-09:502551:BlogPost:23334342022-05-09T20:14:29.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=original" rel="noopener" target="_blank"><img class="align-center" height="320" src="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=RESIZE_710x" width="640"></img></a></p>
<p align="center"><b>Research - To find it, you must understand it!!!!!</b></p>
<p><b> </b></p>
<p><b>Research Comes First</b><span> </span>– Research is the key to success for any great sourcer. Research to learn what you are looking for, what it might be called or known as, and where it might be found. Research is the beginning step for all great…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10475630852?profile=RESIZE_710x" class="align-center" width="640" height="320"/></a></p>
<p align="center"><b>Research - To find it, you must understand it!!!!!</b></p>
<p><b> </b></p>
<p><b>Research Comes First</b><span> </span>– Research is the key to success for any great sourcer. Research to learn what you are looking for, what it might be called or known as, and where it might be found. Research is the beginning step for all great sourcers. Every great sourcer should have an organized library of resources. Whether this comes in the form of organized bookmarks and favorites or a notebook, it is imperative to track your research. Sourcers also understand the necessity of tracking their research and search strings using research forms. My research form includes synonyms to keywords, a list of competitors and their url’s, as well as associated sites and universities that offer the particular discipline among other things. I have a research folder in my favorites that include subfolders for associations, company profile information, company financial profile information, industry resource folders broken down by discipline as well as news resources and a variety of other links.</p>Project Management (PM) staffing style!!tag:recruitingblogs.com,2022-05-02:502551:BlogPost:23329642022-05-02T20:00:26.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10455071874?profile=original" rel="noopener" target="_blank"><img class="align-center" height="286" src="https://storage.ning.com/topology/rest/1.0/file/get/10455071874?profile=RESIZE_710x" width="462"></img></a></p>
<p></p>
<p align="center"><b>Project Management (PM) staffing style!!</b></p>
<p>One way I have found to be very successful as a staffing professional is to Treat every opening like a project and use the basic PM steps to ensure you do the job right. Step one is to do needs analysis. This is the same thing as your first meeting with your client to…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10455071874?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10455071874?profile=RESIZE_710x" class="align-center" width="462" height="286"/></a></p>
<p></p>
<p align="center"><b>Project Management (PM) staffing style!!</b></p>
<p>One way I have found to be very successful as a staffing professional is to Treat every opening like a project and use the basic PM steps to ensure you do the job right. Step one is to do needs analysis. This is the same thing as your first meeting with your client to determine what they need, write the JD etc.. Then you go on to the next step and so on till the position is filled.</p>
<p> There are six main steps in managing a project. </p>
<p>1. Define the problem-Your client has an opening and you meet with him to determine the opening and write JD. </p>
<p>2. Develop Solution Options-you decide on whether this can be filled internally or externally and the process that will be used. </p>
<p>3. Plan the Project-You create a sourcing plan. </p>
<p>4. Execute-you execute on the sourcing plan, this includes interviewing, screening, etc. </p>
<p>5. Monitor & Control Progress-you do reporting and have weekly or bi-weekly meetings with the hiring manager and team to discuss progress. </p>
<p>6. Close project-Hire made, and if time allows you and the Hiring Manager and team have a meeting to discuss what went well, and what could be done better. </p>
<p>Of course, some steps take less time than others and can be done at the same time. The key is communication and documentation. But when you treat each position like an individual project and use PM techniques, it becomes much much easier.</p>The amazing Gravitational field of the best!!!tag:recruitingblogs.com,2022-04-25:502551:BlogPost:23327282022-04-25T18:58:17.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10438888094?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10438888094?profile=RESIZE_710x"></img></a></p>
<p></p>
<p>There is an old saying; people tend to gravitate towards those of similar likes, dislikes, thoughts, and perceptions. This saying holds particular weight and fact when dealing with candidates, and their chosen vocation. For example if you find a Microsoft MVP, I guarantee you they are connected in some ways to other MVPs. People who are good…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10438888094?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10438888094?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p>There is an old saying; people tend to gravitate towards those of similar likes, dislikes, thoughts, and perceptions. This saying holds particular weight and fact when dealing with candidates, and their chosen vocation. For example if you find a Microsoft MVP, I guarantee you they are connected in some ways to other MVPs. People who are good at what they do, will always connect with others who are also good.</p>
<p> </p>
<p>For those of us in staffing, therein lies the, one of the best sources for candidates. If you find a candidate who is very good, but for whatever reason you cannot land them, ensure you make a great impression, ask them if they know any others who might be a fit and be interested. See if they know any groups or communities that might be a good place to connect with other good candidates. Ask them if there is any knew break through or ideas going around about their skill, ask them what they would look for in a new job, in hiring of a candidate. Don’t just treat them as a candidate but also as a knowledge base, a resource, an untapped gold mine of possible, information, connections and candidates.</p>
<p> </p>
<p>Remember the best always connects with the best.</p>Service Level Agreement (SLA), a 2 way Agreement!!tag:recruitingblogs.com,2022-04-11:502551:BlogPost:23322412022-04-11T19:30:00.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" rel="noopener" target="_blank"><img class="align-center" height="281" src="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=RESIZE_710x" width="545"></img></a></p>
<p></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">Most of us know what an SLA is and how it is used. Simply put an SLA is - is a where the level of service is formally defined. What that means is, that it states who does what, at what level, and by when.…</span></p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=RESIZE_710x" class="align-center" width="545" height="281"/></a></p>
<p></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">Most of us know what an SLA is and how it is used. Simply put an SLA is - is a where the level of service is formally defined. What that means is, that it states who does what, at what level, and by when.</span></p>
<p><span style="font-size: 18pt;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"> </a></span></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">As it relates to staffing and particularly corporate staffing, it is what the staffing professional commits to with regards to a position and the hiring manager(HM). However, what most staffing professionals do not realize or incorporate in their SAL, is the hiring manager requirements.</span></p>
<p><span style="font-size: 18pt;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"> </a></span></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">That is a shame, as this is your time to get in writing, not just what you will do, but what the HM will do. This is your chance to get in writing how long they have to do it. For example, this is where you can get in writing how long the HM has to respond to you about a candidate.</span></p>
<p><span style="font-size: 18pt;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"> </a></span></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">I guarantee if you get a good SLA that outlines not just what the HM can expect from you but what you can and should expect from them, and it is agreed upon by all parties. You will have a much better relationship, and you will get a lot more done. You will create a true Hiring Team(HT), that will no longer have a clear line of demarcation, but instead will be one team, on the same sheet, working hard towards a common goal, with no finger-pointing.</span></p>
<p><span style="font-size: 18pt;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"> </a></span></p>
<p style="font-weight: 400;"><span style="font-size: 18pt;">A true, 2 way SLA is the key to creating a utopian staffing relationship with your hiring group.</span></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10347834475?profile=original" target="_blank" rel="noopener"></a></p>The big T word, the Transition from Military to Civilian!!!tag:recruitingblogs.com,2022-03-28:502551:BlogPost:23314732022-03-28T19:57:04.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=original" rel="noopener" target="_blank"><img class="align-center" height="300" src="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=RESIZE_710x" width="458"></img></a></p>
<p></p>
<p style="font-weight: 400;">For those transitioning out of the military into the civilian world, it may be very stressful and downright scary. How do you take all you learned and accomplished, done and transfer it to a civilian occupation. It is tough and very daunting, but it can be done. I am ex-military and I did…</p>
<p style="font-weight: 400;"><a href="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10244251265?profile=RESIZE_710x" class="align-center" width="458" height="300"/></a></p>
<p></p>
<p style="font-weight: 400;">For those transitioning out of the military into the civilian world, it may be very stressful and downright scary. How do you take all you learned and accomplished, done and transfer it to a civilian occupation. It is tough and very daunting, but it can be done. I am ex-military and I did it. Below outlines some of the things you will need to get and do, and some resources available to help.</p>
<p></p>
<p style="font-weight: 400;">First, use your ACAP (Army Career Alumni Program) or transition service office on your installation. They will have a lot of great resources.</p>
<p></p>
<p style="font-weight: 400;">Next, gather all your training certificates, your reviews, your 2–1, make sure you get an AARTS transcript (<a href="http://aarts.army.mil/Order.htm"><em>http://aarts.army.mil/Order.htm</em></a>). Also, ensure you have all the various manuals that describe your MOS. Also, make sure you have access to a computer and can access the DOL website. There will be a list of occupations and what each does. Also below are some other useful resources:</p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.careerkokua.org/ce/mi/employment/article.cfm?id=19"><em>http://www.careerkokua.org/ce/mi/employment/article.cfm?id=19</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://careers.stateuniversity.com/pages/100000329/Resumes-Members-Military-Transitioning-Civilian-Careers.html"><em>http://careers.stateuniversity.com/pages/100000329/Resumes-Members-Military-Transitioning-Civilian-Careers.html</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.careeronestop.org/MilitaryTransition/"><em>http://www.careeronestop.org/MilitaryTransition/</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.quintcareers.com/former_military.html"><em>http://www.quintcareers.com/former_military.html</em></a></p>
<p></p>
<p style="font-weight: 400;"><a href="http://www.rileyguide.com/vets.html"><em>http://www.rileyguide.com/vets.html</em></a></p>
<p></p>
<p style="font-weight: 400;">Naturally, there are more, you may use this simple search string to find them: “Transition And Military And Civilian” or “transitioning from military to civilian.” Put either into your web search and you will see a lot.</p>
<p></p>
<p style="font-weight: 400;">Once you have all that, you can start to figure out what it is you are trained to do in the civilian world and write a resume that is geared to that vocation. For resume writing, go to this link<span> </span><a href="http://www.recruitingblogs.com/profiles/blogs/your-resume-the-key-to-new"><em>http://www.recruitingblogs.com/profiles/blogs/your-resume-the-key-to-new</em></a><span> </span>it will explain how to write a resume that will get the job done. You may also get resume writing tips from some of the links listed above under resources. Also, go to the link below for tips on job-hunting<span> </span><a href="http://www.recruitingblogs.com/profiles/blogs/the-job-of-finding-a-job"><em>http://www.recruitingblogs.com/profiles/blogs/the-job-of-finding-a-job</em></a>.</p>
<p></p>
<p style="font-weight: 400;">The biggest thing is figuring out what you can and want to do and then go for it. For instance, if you were a 75B, you probably qualify for some jobs within HR. Do not forget to use your educational benefits, to gain new or more training or education to enhance yourself.</p>
<p></p>
<p style="font-weight: 400;">Above all, remember you are not in this alone. There are groups and organizations out there that can help, VFW, for example. In fact, if you have any questions or need any help contact me at<span> </span><em>star434343@comcast.net</em><span> </span>and I will be happy to help you.</p>The Black Hole, that is the Hiring Manager(HM)!!tag:recruitingblogs.com,2022-03-21:502551:BlogPost:23310742022-03-21T19:11:48.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10226866678?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10226866678?profile=RESIZE_710x"></img></a></p>
<p></p>
<p style="font-weight: 400;"><strong>The Black Hole, that is the Hiring Manager(HM)!!</strong></p>
<p></p>
<p style="font-weight: 400;">We have all been through it. Sending resume upon resume, screen upon screen, over to the HM, only to have them disappear, never to be heard from again. Seemingly lost in some black hole. The question is what to…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10226866678?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10226866678?profile=RESIZE_710x" class="align-center"/></a></p>
<p></p>
<p style="font-weight: 400;"><strong>The Black Hole, that is the Hiring Manager(HM)!!</strong></p>
<p></p>
<p style="font-weight: 400;">We have all been through it. Sending resume upon resume, screen upon screen, over to the HM, only to have them disappear, never to be heard from again. Seemingly lost in some black hole. The question is what to do about it. Well, there are numerous ways to deal with this.</p>
<p></p>
<ol>
<li style="font-weight: 400;">Create a two-way SLA, that states how long the HM has to get back to you about candidates. Ensure there are ramifications should he not meet his end of the SLA. Things like his openings go to the bottom of the list or even do not get worked on. This will give you some leverage as it then provides you with documented support to take to your manager.</li>
</ol>
<p></p>
<ol start="2">
<li style="font-weight: 400;">Ensure you are using some kind of reporting, send a weekly update to the HM, your manager, and the HMs manager. This will definitely make things happen.</li>
</ol>
<p></p>
<ol start="3">
<li style="font-weight: 400;">Have a weekly meeting set up between you and the HM, were you can go through all the candidates, face to face.</li>
</ol>
<p></p>
<ol start="4">
<li style="font-weight: 400;">Ensure the HM fully understands the concept of the "Hiring Team". Sometimes HM do not get it and needs it explained further.</li>
</ol>
<p></p>
<ol start="5">
<li style="font-weight: 400;">Ensure when you send submittals, they are clearly marked and sent as "High Importance", even ask for a delivery and read receipt.</li>
</ol>
<p></p>
<ol start="6">
<li style="font-weight: 400;">Set up a weekly sourcing session and ensure the HM attends,. This will force the HM to be more vested and therefore more likely to respond and will also show the HM how difficult sourcing really is. Once they appreciate it more they will respond better.</li>
</ol>
<p></p>
<ol start="7">
<li style="font-weight: 400;">Some companies had hiring as part of a person's review, I can guarantee this will ensure you get a response. Work with HR to make this happen.</li>
</ol>
<p></p>
<p style="font-weight: 400;">Well, there are some ways to help alleviate the "Black Hole" that is the HM.</p>Little words that can change the way we communicate!!!tag:recruitingblogs.com,2022-03-14:502551:BlogPost:23307112022-03-14T21:36:57.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10209964256?profile=original" rel="noopener" target="_blank"><img class="align-center" height="350" src="https://storage.ning.com/topology/rest/1.0/file/get/10209964256?profile=RESIZE_710x" width="647"></img></a></p>
<p style="font-weight: 400;">There have been numerous books written on the subject of communication. One of the best is "Conscious Business" by Fred Kofman. I am reading this book now, but have read numerous others on the subject. The one thing that sticks in my mind has been how the littlest words, can have the biggest impact on…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10209964256?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10209964256?profile=RESIZE_710x" class="align-center" width="647" height="350"/></a></p>
<p style="font-weight: 400;">There have been numerous books written on the subject of communication. One of the best is "Conscious Business" by Fred Kofman. I am reading this book now, but have read numerous others on the subject. The one thing that sticks in my mind has been how the littlest words, can have the biggest impact on communication.</p>
<p></p>
<p style="font-weight: 400;">We as human beings like to use the words, they, he she, it, that, those, etc.. All of these words are used in explaining why something that went wrong, failed, or did not happen was not our faults. Why it was something or someone else's fault. These words are depowering words. However we as humans do not like having culpability when things go wrong. We prefer being able to put the blame else were rather than deal with our failures. It is human nature.</p>
<p></p>
<p style="font-weight: 400;">The reality is we should be using words such as<span> </span><strong>I, We, Me, Us</strong>, etc.. When explaining why things went wrong, or did not happen, or failed. These words are empowering words. The reality is in every scenario were things did not go right, there were things that we could have done, said, not done or not said that would have changed the outcome. In other words we have culpability in those failed events.</p>
<p></p>
<p style="font-weight: 400;">The sooner we realize this and adjust our behavior accordingly, especially with regards to communication, the sooner we can empower ourselves to become better.</p>
<p></p>
<p style="font-weight: 400;">Let's think about it for a second. Let's say you and a coworker are working on a project together. You meet to go over the project just before it is do. Let's say for the sake of the discussion, you coworker forgot 1 line of code, and because of this the code is not working and the project could fail. If you communicate with them using the "you" word, they will hear that as you blaming them, and pointing fingers. This will result in a bad work relationship, and the strong possibility the error will never get fixed, as it is very likely you will get into a quarrel about whose fault it is, as your coworker will defend themselves against what they perceive as an attack, were you are blaming them.</p>
<p></p>
<p style="font-weight: 400;">Now let's say you meet with your coworker, you realize there is a missing line of code, but you also realize that it is as much your fault as theirs( this will be true in 99.9% of the cases. Anytime there is a outcome in any event, everyone involved in the event, directly and indirectly will have culpability, good or bad). So you use the word "we", as in we have a problem, you maybe even use the word "I", as in I messed up and did not see this earlier. Now all of a sudden your coworker realizes, that you are taking responsiblity for a mistake which may or maynot be your fault. They are allot more open to finding a solution. In most cases they will also want to take responsibility for the mistake. In the end you will worry less about the who of the mistake, then just fixing it. I can also tell you your coworker will have a much higher opinion of you, and so will your other coworkers and your boss.</p>
<p></p>
<p style="font-weight: 400;">This skill, the ability to use words that show you understand how your actions, and inactions can have a negative impact on events, the ability to recognize them, and to verbally express this understanding, can be used in solving problems.</p>
<p></p>
<p style="font-weight: 400;">It is real simple, the disempowering words create an adversarial situation that solves nothing, while the empowering words create a team situation, that solves problems, creates better working relationships, and gets things done.</p>Wanting to Connect but wasting my Time!!tag:recruitingblogs.com,2022-03-07:502551:BlogPost:23301922022-03-07T20:54:14.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10176320077?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10176320077?profile=RESIZE_710x"></img></a></p>
<p style="text-align: center;">Wanting to Connect but wasting my Time!!</p>
<p> </p>
<p>I get a lot of requests to connect on various social sites. I am pretty picky about who I accept. That said I will never understand why anyone would take the time to send a connection request with no message and worse with a profile that says nothing, thus wasting my…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10176320077?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10176320077?profile=RESIZE_710x" class="align-center"/></a></p>
<p style="text-align: center;">Wanting to Connect but wasting my Time!!</p>
<p> </p>
<p>I get a lot of requests to connect on various social sites. I am pretty picky about who I accept. That said I will never understand why anyone would take the time to send a connection request with no message and worse with a profile that says nothing, thus wasting my time.</p>
<p> </p>
<p>In Facebook, if you send me a request and your profile says nothing, no where you work, where you live, etc I am not accepting.</p>
<p>In Linkedin, if you send a connection request and your profile is minimal to nothing I will not accept. If your profile has s stock picture that matches many other LI profiles I will not accept it. If your picture can be found in an image search and matches someone else, I am not accepting. Also, if your request is obviously the prelude to a sales connection, specifically trying to sell me help with my financial portfolio I am not accepting.</p>
<p> </p>
<p>In Twitter, if your Twitter profile is sparse I will not accept. If you have a political type of profile I will not accept it. If your picture belongs on an x-rated site I will not accept it.</p>
<p> </p>
<p>I could go on and on with every social site but the reality is if you want to connect with me you need these things</p>
<p> </p>
<ol>
<li>A robust profile</li>
<li>No signs of being a fake profile</li>
<li>No signs of this being nothing more than sales connection</li>
<li>No Political angst</li>
<li>And no offensive pictures or statements.</li>
</ol>
<p>That’s not asking too much for a connection to be real, and be mutual and be respectful. That is all I want, that is all anyone wants.</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10176320077?profile=original" target="_blank" rel="noopener"></a></p>Partner Sat rating, the true measure of a good Hiring Manager (HM)!!!tag:recruitingblogs.com,2022-02-28:502551:BlogPost:23299012022-02-28T21:04:02.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10161135482?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10161135482?profile=RESIZE_710x"></img></a></p>
<p>So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of question that are answered with a rating scheme.</p>
<p> </p>
<p>However so much of our ability to be good, is dependent on our HMs. If you have a good HM you will…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10161135482?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10161135482?profile=RESIZE_710x" class="align-center"/></a></p>
<p>So, we as staffing professionals are held accountable for candidate and client (HM) satisfaction. This is measured with a survey and subsequent percentage for success according to a set of question that are answered with a rating scheme.</p>
<p> </p>
<p>However so much of our ability to be good, is dependent on our HMs. If you have a good HM you will be successful, if you have a bad one you will fail. To that end, there should be, and in some companies there is, a Partner Sat rating. This would be done the same as the candidate and client sat ratings, only it would be the staffing professionals and HR who work with a given HM who would be rating the HM. This would then allow the powers that be, to see who is truly committed to filling their positions, working with the staffing professionals and HR, and who is not committed and are a detriment to the process.</p>Words and Phrases to Recruit by!!!tag:recruitingblogs.com,2022-02-22:502551:BlogPost:23290932022-02-22T01:12:50.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=original" rel="noopener" target="_blank"><img class="align-center" height="272" src="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=RESIZE_710x" width="424"></img></a></p>
<p><strong>Words and Phrases to recruit by!!!</strong></p>
<p><strong>In no particular Order</strong></p>
<ol>
<li><strong>Take control!!-</strong> This means to come in and establish yourself with your client. You must establish credibility, in order for them to truly work with you and for you to have the type of presence needed to be viewed as the…</li>
</ol>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10143726669?profile=RESIZE_710x" class="align-center" width="424" height="272"/></a></p>
<p><strong>Words and Phrases to recruit by!!!</strong></p>
<p><strong>In no particular Order</strong></p>
<ol>
<li><strong>Take control!!-</strong> This means to come in and establish yourself with your client. You must establish credibility, in order for them to truly work with you and for you to have the type of presence needed to be viewed as the "Recruiting Master" and SME.</li>
<li><strong>Establish Process!!-</strong> Make sure you establish the process you will use to help your client fill positions. A well-established and agreed-upon process makes it easier all around. Everyone knows what to expect from you and what is expected from them. Go so far as to create an SLA or SOW even.</li>
<li><strong>Go beyond the Basics!!-</strong> This means to go more than the minimum. If looking for a VB person does not just search under VB, spell it out Visual basic. Find more about it and see if there are other names or acronyms that can be used for it. Is it part of a bigger product? Find out more about the JD, really understand it. Maybe even go so far as to shadow someone doing that job for a few hours. Get a copy of a resume of someone who is doing it now and really doing well. When searching does not just use "resume" use CV, Curriculum Vitae, Bio, Profile. Do not just search in a paid site and that is all. Utilize all the search and recruiting sources available (I will be listing some at a later post). In other words, do not just do what is easiest or is basic recruiting. Do more, go above and beyond.</li>
<li><strong>Over Communicate!!-</strong> As with any relationship communication is key. I have found it is far better to over-communicate than under-communicate. Clients appreciate knowing what is going on and one of the biggest complaints about recruiting is lack of communication. One of the biggest ways to do this is to manage your inbox. Do not let it become overwhelming and a place where emails go to die. Stay on top of it. Create rules and alerts to help deal with some of the emails and see #6 below.</li>
<li><strong>Warp Speed!!-</strong> This means simply work fats, work like it is important because it probably is. Do not procrastinate and put things off. You will find that usually when you do, things creep back upon you and you run out of time. So work a "Warp Speed", meaning work as fast as you can while not giving up quality. Trust me your clients will appreciate it and you will find it gives you more time later.</li>
<li><strong>Multi-Task!!-</strong> This simply means to do more than one thing at a time. Do not just source on the internet for one particular job, when you could have several windows open, sourcing in multiple places, for multiple jobs. Learn how to do more than one thing at a time, and you will find you have more time for those emergencies that always come up.</li>
<li><strong>Organization and Planning are the glue!!-</strong> This is by far the most important one of all. You must know how to organize and plan your time effectively. As an example, one of the biggest problems recruiters have is finding time to source. This is most true of corporate recruiters who get sucked into all sorts of things. Well simply put sourcing time on your calendar for every day. This guarantees you time to source. But do not just stop there. Go in with a plan. Know your openings and have them prioritized. Set a number of candidates you want to find for a given opening on a weekly basis. Do your sourcing at the time you set forth, but follow your plan. If you have 50 openings, and you have decided 5 for each a week is good, Then use your sourcing time to find your 5 candidates for the first opening and then move on to the next. This ensures you will find candidates for all your openings, and usually will leave you some time left. Most recruiters I know when they do source get so caught up in one opening, by the time their sourcing time is done, they have only sourced for one opening and have numerous more they have done nothing with.</li>
</ol>
<p> </p>
<p>All of these words or phrases will help you be a better recruiter. As you can see, they all connect in some way. So, if you do them all you will excel. But, of course, keep in mind. These are not the only ones. These are just the ones that I have found have served me the best</p>The dumbing down of staffing!tag:recruitingblogs.com,2022-02-15:502551:BlogPost:23291262022-02-15T00:21:17.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/10104483867?profile=RESIZE_710x"></img></a></p>
<p>That’s right; I said it, “The dumbing down of Staffing”. As much as we all love technology, and tools, I mean one of my monikers is “the Tool Guy”, technology and tools are dumbing us down. What I mean by that is we have a breed of staffing professional, that all they know is checking their ATS, checking the Monsters, LI, Dices, CareerBuilder’s,…</p>
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<p>That’s right; I said it, “The dumbing down of Staffing”. As much as we all love technology, and tools, I mean one of my monikers is “the Tool Guy”, technology and tools are dumbing us down. What I mean by that is we have a breed of staffing professional, that all they know is checking their ATS, checking the Monsters, LI, Dices, CareerBuilder’s, etc., and that’s all. Even a lot of our experienced professionals are relying so much on tools and technology they have forgotten how to do their job without the tools and technology. How to do their job without paying for these tools, they have forgotten the basics of staffing, part of which is thinking. Thinking about all the variables, thinking about a complete sourcing plan, and thinking outside the box. When those things (job boards, LI) run out or fail, their done. Heck as a whole I am finding a lot of staffing professionals forgetting about how we used to do things and do it for free.</p>
<p> </p>
<p>Do not get me wrong, I know tools, I use tools, but I also use what made staffing great, the old school tried and true techniques that many staffing professionals have forgotten. Things like x-raying, peeling back, ASA, Boolean, doing your research first, thinking outside the box, hunting, and so much more (I call these “the staffing building blocks” (SBB)). I recently was talking to a few staffing professionals, I started talking about some of the techniques I mentioned above, and while they heard about them, and could even perform some little simple searches using these techniques, they really did not understand how they worked or just how much you could do with them. They did not understand how you could use zip codes in google to ensure your results were from a specific geo. They did not know you could source for people in LinkedIn without having a LinkedIn account.</p>
<p> </p>
<p>Obviously I was amazed, but they explained we have tools that can do all of that for us, and do it quicker. I asked them if they had any openings they have not been able to find someone for. I got 1 person saying yes; it was a very specific, security developer with a particular background. So I said let’s all look, right now. They all used their tools, and I used the old school techniques. When we were done we compared results, in the end I found everyone they had found and about 30% more, and while I took about 5 minutes longer, given I found significantly more, and it was free, the extra time was not an issue. We then looked at them all, I had all the ones they did, and of the 30% I found they did not, 90% were on the mark, with the other 10% were really really close. The difference was I did my research, and was able to search places they did not, using SBB. They were amazed and what started as a simple meeting, turned into a full on training session on SBB. I even showed to their wide amazement how to find work emails for people for free, and validate they were correct for free. The reason I specify for free is there are now tools you can pay for that will do this for you, well all of it except validate it. I tested them I was as fast and that included the validation.</p>
<p> </p>
<p>Added to a dumbing down on our sourcing skills, comes a dumbing down of our research skills. I asked, and was amazed how few of the staffing professionals I was speaking to, actually did any research about what they were looking for before they started. Most all said, why waste time, when the JD says most of it, and the tools will find it all. I said really and asked a simple question, give me the words you would use to find a “java” person. All I want was the relevant words for “Java”. Pretty much all I got was Java. After having everyone do about 5 minutes of research, they found out a whole bunch of other terms they should be using.</p>
<p> </p>
<p>However this “dumbing down” is not just about sourcing or reseaching, it is about candidate engagement. These same groups of staffing professionals, pretty much do not pick up the phone, or use texting. They email, or inmail if LinkedIn, but that all. I was like really, you do not think after sending an email you might follow up with a text or call the next day? They did not understand that emails can get trapped in junk folders, or not even get there. I simply explained to them if the candidate was good enough to send an email they should be good enough to call or text and doing so would increase their response rate. Of course I explained to them not to use the standard we have a job for you, but instead get creative.</p>
<p> </p>
<p>Staying with the telephone, I asked if anyone ever tries to put together org charts for companies. They all said yes and I asked how? As I expected they all said using sites like Cogmap. I asked what they do when they get all that those sites have and they still do not have everything they need. The answer was “nothing”. I asked why not call into these companies, why not try to use your telephone skills, combined with the info you have to see If you can get someone to tell you more? Why not use Boolean to try and find more info. The reaction was a dumb founded look of, I did not know you could or how to do that. That’s when it became obvious that “The dumbing down of Staffing” is well on its way to becoming an epidemic, one that can only be solved with training on the basics of staffing, and sourcing.</p>
<p> </p>
<p>Now lets add to this dumbing down of staffing is the notion why be proactive, why bother. Just put out your JD, look at Job Boards this includes Linkedin, and wait. No need to be proactive just wait, after all eventually you will get someone to apply. Of course, some will say hey I search on job boards and linkedin for people. They think that is proactive. Not realizing all you doing is seeing the same people over and over again. That’s not proactive, that is reactive repeatness. Meaning hey they already put their resumes out there and made it clear they are looking, half the work is done for me, and again not realizing they are seeing the same people over and over again. When it comes down to it though it is more about the fact they can’t source outside of a database.</p>
<p> </p>
<p>I am not saying you do not use technology, or tools. What I am saying is overlay those tools, with the basics of staffing and sourcing. Something that a lot of staffing professionals right now do not or cannot do. The way you can use these tools, and the results you can get would dramatically increase if you understood the basics. Perhaps most importantly be proactive with your searching.</p>
<p> </p>
<p>“The Dumbing down of Staffing” is here, and is happening, and only those who remember to use and or take the time to learn the basics, be proactive will survive and truly flourish and be worthy of calling themselves “Staffing Professionals”.</p>Proactive vs Reactive vs Just in time vs Pipelining!!tag:recruitingblogs.com,2022-02-07:502551:BlogPost:23284922022-02-07T19:23:31.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=original" rel="noopener" target="_blank"><img class="align-center" height="286" src="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=RESIZE_710x" width="508"></img></a></p>
<p><em>So one thing I have been hearing a lot of is Proactive vs reactive vs just in time vs pipelining. Or more specifically what do they mean. So here we go;</em></p>
<p><em> </em></p>
<p><em>Proactive; when someone, usually a staffing professional, proactively goes out and searches for candidates. Of course you are still publishing the position every…</em></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10079175063?profile=RESIZE_710x" class="align-center" width="508" height="286"/></a></p>
<p><em>So one thing I have been hearing a lot of is Proactive vs reactive vs just in time vs pipelining. Or more specifically what do they mean. So here we go;</em></p>
<p><em> </em></p>
<p><em>Proactive; when someone, usually a staffing professional, proactively goes out and searches for candidates. Of course you are still publishing the position every place.</em></p>
<p><em> </em></p>
<p><em>Reactive; when the only thing done to find candidates is you advertise or place your job description someplace it will be seen. Usually in this case no one is in a big hurry to fill the position, or the planning around the opening was really bad.</em></p>
<p><em> </em></p>
<p><em>Just in Time; this means you wait till you have a need, this usually happens when an unforeseen event takes place.</em></p>
<p><em> </em></p>
<p><em>Pipelining; to find candidates that meet both current and future needs, and these needs are usually constant.</em></p>
<p><em> </em></p>
<p><em>So what does it all mean? Well, if you are using mainly proactive staffing, you are out their looking, trying to proactively find the best and brightest. Usually your time to fill is much lower and you are adding value.</em></p>
<p><em> </em></p>
<p><em>If you are using reactive staffing, you are not being proactive, instead you post and wait for someone to come to you. This is usually a byproduct of hiring managers not being in a hurry, or not wanting to be bothered or even the recruiter themselves thinking the Company name will bring the people to them or even the recruiter not knowing how to be proactive. We also call this post and pray. This is the least affective way to recruit. It also usually has the worst candidate satisfaction.</em></p>
<p><em> </em></p>
<p><em>Just in time staffing means you wait till there is a need and then try to fill it. This is very prevalent in the business world. This should be the exception not the rule and should only happen sporadically when something happens you can’t account for. This is different than reactive in that with this you can still proactively go find candidates.</em></p>
<p><em> </em></p>
<p><em>Lastly is pipelining, this is when you recognize a continuing need or forecast an upcoming need and start looking in advance.</em></p>
<p><em> </em></p>
<p><em>So another way to look at it this</em></p>
<p><em> </em></p>
<p><em>Pipelining, Just in time and proactive all can have both job postings and being proactive</em></p>
<p><em> </em></p>
<p><em>Reactive is only post and pray</em></p>
<p><em> </em></p>
<p><em>Now which is best? That depends on the situation. Which should you use? Again, depends on the situation. However, in a healthy, thriving company with a good staffing function you should be using at least 2 of the 4. Mainly it will be Proactive, and Pipelining. The 3<sup>rd</sup> Just in Time should be rare and only in special occasion when there was no way to foresee something coming. The 4<sup>th</sup> reactive is not a good thing. It is usually is a sign of a problem within the company. It means that the company is not doing a good job of planning, of having plan. It also can happen with companies that bid on projects and the people doing the bidding are not including recruiting in the process. This can create a large number of issues such as not having enough viable candidates due to location or pay.</em></p>
<p><em> </em></p>
<p><em>In the end we should all be striving for Proactive recruiting, with pipelining as part of it and just in time a rarity. With no reactive recruiting.</em></p>Complacency is a recruiters worst enemy!!tag:recruitingblogs.com,2022-01-17:502551:BlogPost:23250812022-01-17T22:03:40.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=original" rel="noopener" target="_blank"><img class="align-center" height="373" src="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=RESIZE_710x" width="604"></img></a></p>
<p>Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their laurels so to speak. Sometimes with recruiters, it can also happen because they think they know the business they support too well, or they…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10019317864?profile=RESIZE_710x" class="align-center" width="604" height="373"/></a></p>
<p>Recruiters can suffer from the same negative effects of success that anyone else does. The main issue is complacency. Sometimes a recruiter or anyone who has great success can become complacent. Sit back on their laurels so to speak. Sometimes with recruiters, it can also happen because they think they know the business they support too well, or they have a lot of candidates in the pipe. However, the reality is there is no such thing as too many because inevitably, some will fall off for varying reasons such as; change their minds, failing tech screen, cannot relo, HM changing their mind, etc... Then you are stuck with not enough because you became complacent.</p>
<p> </p>
<p>In some cases, the complacency comes from thinking they have so much experience they know it all. Trust me you do not. I have over 30 years in staffing and I still attend at least 2 webinars on staffing, recruiting, boolean searches, social media, etc.. every month. Trust me you never know it all, there is always something new, sometimes it is directly related to staffing, sometimes it is Program management, sometimes time management. There is always something you can learn, some new knowledge, skill, or tool you can add to your skills set to make yourself better.</p>
<p> </p>
<p>The point is, no matter how good you think you are, there is always someone better. No matter how successful you are there is always someone more successful or a way for you to be more successful. Do not become complacent. Continue to strive to be better or I can guarantee you someone, and maybe even the whole industry will pass you by.</p>Leaders VS Managerstag:recruitingblogs.com,2022-01-11:502551:BlogPost:23233502022-01-11T22:14:03.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=original" rel="noopener" target="_blank"><img class="align-center" height="317" src="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=RESIZE_710x" width="564"></img></a></p>
<p style="text-align: center;"><span style="font-size: 18pt;">Leaders VS Managers</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in…</span></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/10002121056?profile=RESIZE_710x" class="align-center" width="564" height="317"/></a></p>
<p style="text-align: center;"><span style="font-size: 18pt;">Leaders VS Managers</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Recently I was asked by a fellow professional what is the difference between a leader and a manager. I thought long and hard about it, and came to several realizations. Now keep in mind my point of reference for this is based on my 12+ years in the military, which includes during wartime, and my 25+ years amongst the professional ranks.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">For one, you can be a manager but not manage anyone. There are a lot of positions out there that are titled manager or management that do not have direct people managing requirements. While the only way to be a leader or be in a leadership role is to lead people. Leaders are born, managers are created.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;"> In addition, anyone can be a manager, only a select few can be leaders. A manager(if they are managing people) can have influence over people because of their title without ever having earned that influence, respect, or trust. A leader, will not only have that influence because of their title, but they will have earned it through deeds, they will be respected because they earned it, and they will be trusted by the people who work for them because they have proven they are trustworthy. They will have a way about them, that demands respect. This is something that cannot be made or learned you either have it or you do not. Sometimes it takes a while before it shines through, but if you have this elusive ability sooner or later it will be clear, you are a leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">A true leader knows how to utilize all 3 leadership styles, authoritarian, participative, and delegative. They will know when and how to use them. They will lead by example. They will make those around them better. They will also live by the simple rule of "taking care of others, takes care of yourself". This means for the purpose of leaders very simply, if you truly take care of your workers, they will want to reciprocate and take care of you. The only true way for a worker to take care of their leader is to do their jobs in an outstanding manner. Which in turn makes the leader look good. A true leader will understand everyone makes mistakes, and the key is not repeating the same mistake over and over again. A great leader does not need to be an expert at anything other than leading to get a job done, of course, it does help if you have the technical skills or knowledge.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">A manager will usually be an expert in a process or procedure or skill. Maybe even a great programmer or recruiter. However, being a great programmer or recruiter does not make you a great manager or leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">Earlier I made the statement " leaders are born, managers are created." This is very true. However, there are those rare occasions, when you get the best of both worlds. When you get a manager, who is a leader. What you have then is the best of the best, the ultimate managing leader.</span></p>
<p><span style="font-size: 18pt;"> </span></p>
<p><span style="font-size: 18pt;">When you do get a person who is not only a technical expert but knows how to lead, you should enjoy it, because they are rare, and with leaders like that you can work wonders, achieve great success, and perhaps, if you are lucky, and already have the ability to lead in you, you can learn to be the best of the best, the Managing Leader.</span></p>When Administrivia gets in the way!!tag:recruitingblogs.com,2021-12-13:502551:BlogPost:23101572021-12-13T20:10:04.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=RESIZE_710x"></img></a></p>
<p>We all know there is a requirement for a certain amount of administrivia as a staffing professional. Whether it is; writing to contact a candidate, writing a job description, or writing up your interview notes, there will always be some administrivia.</p>
<p> </p>
<p>However there comes a point when administrivia becomes counterproductive and even…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9907033094?profile=RESIZE_710x" class="align-center"/></a></p>
<p>We all know there is a requirement for a certain amount of administrivia as a staffing professional. Whether it is; writing to contact a candidate, writing a job description, or writing up your interview notes, there will always be some administrivia.</p>
<p> </p>
<p>However there comes a point when administrivia becomes counterproductive and even hurts morale. Usually this comes in the form of reports. For some reason we in the staffing world, get inundated with reports. Now some reports make sense; hire reports, total number reports, etc.. Some make no sense, and end up eating up more work time then they are worth.</p>
<p> </p>
<p>We have all seen these types of reports, they provide information, that is irrelevant and or are usually a line item report, that requires way to much info, and time. These types of reports are a type of micro managing. An example is a line item screen report. This is a report that shows how many candidates a recruiter spoke to in a given week. Usually there is some matrix attached to it, saying you must talk to X number each week, of course this matrix is in addition to the X number of hires a month. Usually the report requires you to not just provide a number, but the names, the position you spoke to them about, the outcome, etc.. The reason for this is, there is a belief that the number of screens done, correlates to submittals, which correlates to hire. To a point this is correct, to a point. But let's remember, without sourced candidates there is no screenings being done, and therefore no submittals, and no hires.. If recruiters are spending upwards of 40%(see below) of their time filling out line item reports, guess what suffers first? You got it sourcing. Now if this can be done automatically through an ATS or HRIS system great, but all too often it cannot and the recruiter pays for it.</p>
<p> </p>
<p>First, the idea that you have to keep track of this information, in a line item type of report, is ridiculous, in that filling out the report takes up way too much time. Now I am not saying that knowing this information is not a good thing, although I would be more interested in sourced and submitted candidate numbers, than screened candidates. What I am saying is if you want this information make it simpler. Why not just a total number of screened candidates, total number sourced, total submitted, total interviewed, and total hired. This would take less than 10 minutes to provide, it is a simple email, and appointment count. Rather than the several hours a line item report would take. Of course remember this is only one example of counterproductive administrivia, I am sure there are plenty of other examples that might even be worse.</p>
<p> </p>
<p>I remember in one of my positions there was a group that had to supply line item reports on screens, and they had to have X screens a week, and X hires a month. Those recruiters had to work twice as hard and barely made their number each week and month. A large part of that was because 40% of their time was spent doing administrivia related to these reports. Another group during that same time only had to report on the total number of sourced resumes, number of screens, number of interviews , number of hires. So they had to supply more numbers, but because the information was totals, not line items, it took less than 10% of their time. Because of this they not only made their goals, but exceeded them by an average of 50%.</p>
<p> </p>
<p>In one of my next blog posting I will talk about matrixes and the different ways we goal recruiters. But for now the point of this is to be careful that you do not tie your recruiters up with counterproductive or useless administrivia so much so, that they cannot do their jobs.</p>
<p> </p>
<p>So, this will eb the last blog post till the new year starting on the 10<sup>th</sup> of Jan.</p>
<p> </p>
<p>So, until then may the source be with you.</p>Losing candidates? Look at your process.tag:recruitingblogs.com,2021-12-06:502551:BlogPost:23046552021-12-06T22:49:30.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9886336483?profile=original" rel="noopener" target="_blank"><img class="align-center" height="240" src="https://storage.ning.com/topology/rest/1.0/file/get/9886336483?profile=RESIZE_710x" width="455"></img></a></p>
<p><strong>Losing candidates? Look at your process.</strong></p>
<p><strong> </strong></p>
<p>Given how hard it is to find good candidates, when you do find one and then loose them it can be very difficult and nerve racking. Of course you always want to know why, and while in some cases it will be things like salary, location. In others it is simply your…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9886336483?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9886336483?profile=RESIZE_710x" class="align-center" width="455" height="240"/></a></p>
<p><strong>Losing candidates? Look at your process.</strong></p>
<p><strong> </strong></p>
<p>Given how hard it is to find good candidates, when you do find one and then loose them it can be very difficult and nerve racking. Of course you always want to know why, and while in some cases it will be things like salary, location. In others it is simply your process, and more specifically the length of the process. </p>
<p> </p>
<p>In this day when everyone is trying to find ways to make it easier and cheaper to find and hire good talent, you must also think about the length of time it takes for a candidate to apply and get hired. Good candidates are going to be in demand, and well if you snooze you lose. Candidates are not going to wait forever, to go through your process for you to make a decision. They will view this as you and the company not knowing what you want or not caring. So when you are thinking about ways to improve your process think like a great candidate, make the process quick and easy and you will lose fewer candidates.</p>Being a Social Detective!!!tag:recruitingblogs.com,2021-11-22:502551:BlogPost:22952832021-11-22T22:55:12.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=RESIZE_710x"></img></a></p>
<p>This is a repost of an earlier post I did. This report is by request from numerous people so here we go</p>
<p> </p>
<p>For those of you that have been following me, you know whenever I post about lesser sites, I always say at some point use your social detective skills. Well while I Have spoken about it, showed it, and perhaps did a video about it, I…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9834360086?profile=RESIZE_710x" class="align-center"/></a></p>
<p>This is a repost of an earlier post I did. This report is by request from numerous people so here we go</p>
<p> </p>
<p>For those of you that have been following me, you know whenever I post about lesser sites, I always say at some point use your social detective skills. Well while I Have spoken about it, showed it, and perhaps did a video about it, I never wrote about it, so here we go.</p>
<p>Being a Social Detective means following the bread crumbs where they lead by using the information available to connect to other social data to create as complete a picture of the target as you can. Yes, I said target. You need to remember that you are a Social Detective and detectives have suspects that they target to find out more about.</p>
<p>So the information you are looking for that can help you to find more comes in 2 main categories:</p>
<p>Level 1 - mainstream information such as full name, email, title, company, phone, address, etc. Of course any combinations as well.</p>
<p>Level 2 – non-mainstream information such as username, picture, URL, conference, site found, skill, etc. Of course any combination of these as well.</p>
<p>So for example let's say you x-ray into Sched.com. You find a list of attendees to a Java Conference. Some have all the info you need, some have some Level 1s others have some too limited level 2 information. What do you do with level 2 which will be where you make your hay as a Social Detective. So we will focus on level 2.</p>
<p> </p>
<ol>
<li>Open up the bio.</li>
<li>Look at the URL for more information. Sometimes level 1 information can be found there</li>
<li>Look up a username on various tools that can be found on the SSaR page.</li>
<li>Use google image search on image adding whatever info you have to the search.</li>
<li>Google search username</li>
<li>Google search conference</li>
<li>Remember Bing as well you might be surprised.</li>
<li>Use other social sites to cross-reference.</li>
</ol>
<p>If you do all this and gather all the info you find you will more than likely end up with a pretty complete picture or at the very least enough other bread crumbs to find more.</p>
<p>This is what being a Social Detective is. You need to be a hunter, you need to be a tracker and follow the trail till you get your prey.</p>
<p>Now it can take time, at least at first but as you do it more and more and get used to what tools to use when, and what to look for, and where you will find it gets faster and easier every time.</p>
<p>You can go here for a video that will show you what I mean. Just do a search or check them all out as they all will step up your social detective skills.</p>
<p> </p>
<p><a href="https://www.youtube.com/c/DeanDaCostathesearchauthority/videos">https://www.youtube.com/c/DeanDaCostathesearchauthority/videos</a></p>
<p> </p>
<p> </p>
<p> </p>
<p>Till next week may the Source be with you.</p>How to source on the lesser known Site!! Project Management.com!!tag:recruitingblogs.com,2021-11-15:502551:BlogPost:22924402021-11-15T23:11:55.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9811088660?profile=original" rel="noopener" target="_blank"><img class="align-center" height="182" src="https://storage.ning.com/topology/rest/1.0/file/get/9811088660?profile=RESIZE_710x" width="623"></img></a></p>
<p>Project Management.com is a huge online community of Project Managers offering</p>
<p>over 12000 how-to articles, templates, project plans, and checklists to help you do</p>
<p>your job. It is also a great place to source, however few recruiters know about it or</p>
<p>how to source from it. Well to do this without you need go no further than into…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9811088660?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9811088660?profile=RESIZE_710x" class="align-center" width="623" height="182"/></a></p>
<p>Project Management.com is a huge online community of Project Managers offering</p>
<p>over 12000 how-to articles, templates, project plans, and checklists to help you do</p>
<p>your job. It is also a great place to source, however few recruiters know about it or</p>
<p>how to source from it. Well to do this without you need go no further than into your</p>
<p>bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Project Management.com you simply need to create an x-ray</p>
<p>string, like the one below.</p>
<p> </p>
<p>site:projectmanagement.com/profile/</p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9811088861?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9811088861?profile=RESIZE_710x" class="align-center" width="553" height="366"/></a></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9811088660?profile=original" target="_blank" rel="noopener"></a></p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>In addition you can go on the site itself and search</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p></p>How to source on the lesser known Site!! Lawyers of Distinction!!tag:recruitingblogs.com,2021-11-08:502551:BlogPost:22888182021-11-08T20:21:44.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=RESIZE_710x"></img></a></p>
<p>The Lawyers of Distinction is an organization that recognizes lawyers who have shown explementary</p>
<p>Skills, and humanity while doing their jobs. In other words, the best of the best. It is also a great place to</p>
<p>source, however, few recruiters know about it or how to source from it. Well to do this without you need</p>
<p>go no further than…</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9781774677?profile=RESIZE_710x" class="align-center"/></a></p>
<p>The Lawyers of Distinction is an organization that recognizes lawyers who have shown explementary</p>
<p>Skills, and humanity while doing their jobs. In other words, the best of the best. It is also a great place to</p>
<p>source, however, few recruiters know about it or how to source from it. Well to do this without you need</p>
<p>go no further than into your bag of tricks and pull out an old tried and true tool, called x-raying.</p>
<p> </p>
<p>So, to source within Lawyers of Distinction, you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:thelawyersofdistinction.com/d/ Defense</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=RESIZE_710x" class="align-center" width="595" height="338"/></a></p>
<p>Now you will see directories, and lists of the type of lawyer you are looking for.</p>
<p>Then use your social detective skills and you are set.</p>
<p> </p>
<p>In addition you can go on the site itself and search</p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9781778257?profile=original" target="_blank" rel="noopener"></a></p>How to source on the lesser known Site!! AWS Builders Library!!tag:recruitingblogs.com,2021-11-02:502551:BlogPost:22867842021-11-02T22:22:16.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=original" rel="noopener" target="_blank"><img class="align-center" src="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=RESIZE_710x"></img></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old…</h4>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9761853257?profile=RESIZE_710x" class="align-center"/></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old tried and true tool, called x-raying.</h4>
<p> </p>
<p>So, to source within Amazon Builders library you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:aws.amazon.com/builders-library/</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=RESIZE_710x" class="align-center" width="600" height="388"/></a></p>
<h4>The Amazon Builders' Library authors are long time Amazonians and are delighted to share the learnings</h4>
<h4>on each one of topics they've written about various topics. However few recruiters know about it or how</h4>
<h4>to source from it. Well to do this without you need go no further than into your bag of tricks and pull out</h4>
<h4>an old tried and true tool, called x-raying.</h4>
<p> </p>
<p>So, to source within Amazon Builders library you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:aws.amazon.com/builders-library/</p>
<p> </p>
<p>If you run the strings above in google you will get the results below.</p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9761853099?profile=original" target="_blank" rel="noopener"></a></p>How to source on the lesser known Site!! Gitea!!tag:recruitingblogs.com,2021-10-18:502551:BlogPost:22803952021-10-18T20:46:24.000ZDean Da Costahttps://recruitingblogs.com/profile/DeanDaCosta
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9713062084?profile=original" rel="noopener" target="_blank"><img class="align-center" height="285" src="https://storage.ning.com/topology/rest/1.0/file/get/9713062084?profile=RESIZE_710x" width="285"></img></a></p>
<h4>Gitea is a community managed lightweight code hosting solution written in <a href="https://golang.org/">Go</a>. It is published</h4>
<h4>under the <a href="https://github.com/go-gitea/gitea/blob/master/LICENSE">MIT</a> license. However few recruiters know about it or how to source from it. Well to do this</h4>
<h4>without you need go no further than…</h4>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9713062084?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9713062084?profile=RESIZE_710x" class="align-center" width="285" height="285"/></a></p>
<h4>Gitea is a community managed lightweight code hosting solution written in <a href="https://golang.org/">Go</a>. It is published</h4>
<h4>under the <a href="https://github.com/go-gitea/gitea/blob/master/LICENSE">MIT</a> license. However few recruiters know about it or how to source from it. Well to do this</h4>
<h4>without you need go no further than into your bag of tricks and pull out an old tried and true tool,</h4>
<h4>called x-raying.</h4>
<p> </p>
<p>So, to source within Gitea you simply need to create an x-ray string, like the one below.</p>
<p> </p>
<p>site:try.gitea.io/ java </p>
<p>If you run the strings above in google you will get the results below.</p>
<p></p>
<p></p>
<p><a href="https://storage.ning.com/topology/rest/1.0/file/get/9713062668?profile=original" target="_blank" rel="noopener"><img src="https://storage.ning.com/topology/rest/1.0/file/get/9713062668?profile=RESIZE_710x" class="align-center" width="615" height="348"/></a></p>
<p></p>
<p>Use your social detective skills and you are set. Also find a commit, open it and then put .patch at the end and their email will appear.</p>
<p> </p>
<p> </p>
<p>If you need more info on X-raying see my blog post <a href="http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a">http://www.recruitingblogs.com/profiles/blogs/seeing-what-is-really-there-a</a></p>
<p> </p>
<p>Until next week may the source be with you!!</p>