Interesting blog post by the founder of Broadlook, Donato Diorio, about “lists”and how to measure their effectiveness – your input requested.

How do you measure a list? How important is it to keep a particular list updated? What is the frequency that a list should be updated? When is a list too old? What resources should you apply towards building a list? When is it cheaper to outsource the creation of a list vs. build it yourself? Do you want to create a one-time list OR do you need to have a documented, systemic process for keeping a list updated?

I agree with Donato - most “online” databases can only bring you candidates out of the same "fish bowl". It's like looking only at the tip of an iceberg! Why settle for that when there's a better way?

If you have a pressing need for a custom list based on your own needs criteria (you pick the target companies - you pick the specific titles you want us to find out of them) that is guaranteed with 100% accuracy to suit your present requirements, call TechTrak at 513 899 9628 today!

I would respectfully suggest to all reading this that, rather than pondering metrics and references, you invest 1/10 of a typical agency fee in a list of, say, 50names that TechTrak generates to your specifications. Then, place three progressively more interesting voice mails with each of these prospects over a three-day period of time. Watch what happens if you do this correctly. After you serve up, in about a week, 3 or 4 recruited, currently employed, high-potential, thoroughly qualified and affordable candidates who never would have answered an ad to your toughest-to-please hiring manager, and after you explain to your boss that you did that for 90% less than the last retained or contingency search firm you worked with, you'll get it.~Ted Moore, Wind River Associates
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