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Joshua Letourneau's Discussions

02/14/11 - The Day IBM's Watson Tapped Out the Boolean Cash Cow
1 Reply

Started this discussion. Last reply by Joshua Letourneau Mar 4, 2011.

Sourcing Innovation - Will We Evolve? Will the Market Allow Us To?
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Started this discussion. Last reply by Glen Cathey Mar 19, 2010.

When it Comes to Evaluating a Social Media Recruiting Strategy, Consider the Non-Linear Benefits

Started Jan 22, 2010

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A Bald Guy's Random Bumblings on Recruiting, Collaboration and Social Network Analysis

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Company: Knight & Bishop

Website: http://knightbishop.com

Blog: http://collaborativechaos.typepad.com/

LinkedIn Profile: http://linkedin.com/in/jletourneau

Twitter Profile: http://twitter.com/jletourneau

Facebook Profile: http://www.facebook.com/joshua.letourneau

New Music Mixes For Today's "New School Recruiters"

Joshua Letourneau's Videos

Joshua Letourneau's Blog

Recruiting Tool for Knockout Candidate Presentations (ComF5)

Good morning, Fellow Recruiters - as of late, I've seen more and more 3rd-Party Recruiters (and Contract, as well as Internal Recruiters as well) really trying to up their game with the usage of the Social Web and quicker, more effective, more efficient conversation, etc. These are all great things and the needle is definitely moving forward.

At the same time, however, I worry that the majority of us are focusing more and more and more on Candidate Identification and Attraction that… Continue

Posted on July 29, 2010 at 9:32am — 4 Comments

Where "Math" Intersects with Recruiting/Sourcing & Weapons Systems, Talent Pools & Terror Cells

Originally posted at my blog here.

Earlier this morning, I stumbled upon an extremely interesting overview of a "Mathematics Event" presentation offered at the 2010 AAAS (American Association for the Advancement of Science).…

Continue

Posted on March 3, 2010 at 1:00pm

Would ROI Have Been Enough to Predict This? ("Vitamin Water’s Newest Flavour Created by Facebook Fans")

As ROI = (Gain - Cost)/(Cost), would ROI have been the right metric to present the following possibility? Consider the following example of the power of "Collective Intelligence" --

"Great Example of "Collective Intelligence" - Vitamin Water’s Newest Flavour Created by Facebook… Continue

Posted on January 20, 2010 at 2:50pm

The ROI Monster Is So Because He Often Leads Us Down a Path of Futility . . .

A few days ago, I wrote a post titled, "Social Media Strategy: Let's Stop Talking ROI Already". This is a delicate subject and I may not have been as direct as I should have been. Let me cut to the chase as I'm not suggesting we come to the table with no financial justification. It's bigger than that. Let me explain:

1. ROI is a weak metric. It's the laughing stock metric of the Finance… Continue

Posted on January 19, 2010 at 4:27pm

Social Media Strategy: Let's Stop Talking ROI Already

Social Media Strategy: Let's Stop Talking ROI Already

There's been a lot of talk lately about ROI as it pertains to Social Media Strategy with regard to recruiting efforts. Most notable is a… Continue

Posted on January 16, 2010 at 10:23am — 15 Comments

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At 11:44am on March 27, 2009, Julia Stone said…: Josh,

Hope you are doing well. All your kind words are appreciated. Please don't hesitate to reach out if I can ever be of assistance.

All the best,

Julia

At 4:45pm on February 25, 2009, Eric Kramer said…: Josh,
InterviewBest is still operational. However, we are expanding to a new and larger web site and the URL is being transferred over so the site is down. I am holding my breath and hoping it will come on line soon. It has to do with how fast the Domain gods switch the URL over.

At 10:25am on January 22, 2009, Ben Gotkin said…: Nah, no need for you to censor, you responded based upon limited information. I do believe though that Jim should consider taking his video and post down. The more I think about it, the more dismayed I am by it.

At 9:54am on January 22, 2009, Ben Gotkin said…: Josh - Good to connect with you here. Hopefully we will get an opportunity to catch up in person sometime this year. As for my response, I just felt that Jim's post was way out of line, and way out of proportion to what Bob had wrote. Bob is a good guy and doesn't deserve to be called out like that for what is really ultimately a difference in opinion.

At 11:14pm on November 5, 2008, Paul DeBettignies said…: I am the “Admin” for the Recruiters On LinkedIn group, www.recruitingblogs.com/group/linkedin. You have recently joined and this is a "welcome" to the group and "here is how it works".

Over the past year I have been experimenting how best to facilitate members being able to connect with each other. Some want to connect with everyone and some are looking for a few meaningful connections.

1-2 times per week I send a group introduction message with 10-15 new members and reintroducing others.

What this means for you is simple, do you wish to be introduced to the group?

You have 4 options from which to choose:

(A) “Open Networker” with name, email address, and LinkedIn URL as you want to connect with anyone and everyone.

(B) “General Introduction” with name and LinkedIn URL as you are specific about who you want to connect with.

(C) “Lurker” no announcement will be made as you want to be on the sidelines connecting with people as you wish.

(D) “Super Open Networker” which is (A) plus having your contact information on the group page.

A caution on the “Open Networker”, you may be inundated with invitations to connect. For some this is exactly what they are hoping for and others this could be a pain.

I do ask, if you receive invitations from members you do not want to connect with that you “Archive” the message versus “I don’t know” so the sender is not penalized by LinkedIn although how you handle this is up to you.

Again your options are (A), (B), (C), (D).

Please include your LinkedIn URL and email address you prefer to receive invitations and send to paul@mnheadhunter.com

Thank you for your time.

P.

At 1:05am on September 21, 2008, Maya Walker said…: I just accepted your linkedin invitation. Glad to find you here. Please add me as friend so we can keep up with each other's news.

To your success,
Maya Walker

At 5:54pm on September 11, 2008, Stephen said…: Sorry I missed your note. Yeah, my dog is is very cool looking. He turned out to be wicked agile and smart ...I think he believes he is one of those border collies.

At 6:28pm on September 9, 2008, Susan Burns said…: Hey Josh - missed you today. Re CRM - that was the outcome from the last TTC discussion - not simply a personal endorsement. The group identified technology as the most important influencer/sign of progress in staffing. The conclusion today in digging deeper into CRM was the importance of the "AND". CRM is a single tool. We didn't dive very deep but my takeaway is that if recruiters - corp and 3rd party, want to differentiate their brand/company and job seeker experience to improve hiring there needs to be better communication, relationship management and information. CRM is the tool to make that happen. Adding CRM to a recruitment strategy addresses this more so than anything else today. Its not a replacement for the basic tools but facilitates. Of course, having a solid strategy, process and talent philosophy in place is not an option. CRM does not solve the absence of these things and how they play out in the hiring process.

At 3:03pm on September 8, 2008, Kelly Moeller said…: Thanks so much for the kind words!

At 9:21am on July 28, 2008, Joshua Letourneau said…: Hi, Animal - I realized I never read the original post you had referred to . . . and when I did, I realized the post's content wasn't about being a salesman versus not being a salesman. It was more about making good offers that show a candidate respect instead of closing them at their bottom dollar. Things rings a bell with me because I have a client who will cut throats to save $1000 on a deal. Every placement is a battle with them because they're so cheap.

In all honesty, my life would be a lot easier making placements if clients weren't always trying to make offers at the exact point of perfect pricing (i.e. $1 less and they don't accept; $1 more and we are throwing money out the window . . . etc.). Entry-level TPRs don't understand this, and many entry-level HR Recruiters don't either . . . I often see ourselves being labled as trying to 'get more' out of the hiring company to increase our fee. Nothing could be further from the truth. I mean, 25% on $2000 (to make a candidate very, very, very happy and feel they have a solid offer from a company that loves them) is peanuts to us . . . but makes all the difference in the onboarding psychology of the candidate. Would you agree?

However, if I remember right, what I was alluding to is how great recruiters are salespeople, first and foremost (although, again, I don't think the original post was about salesmanship - it was more about doing the right thing and not trying to squeeze every last penny out of an offer; know what I mean?) The analogy I made (if I remember right) was how great recruiters understand that they have to hustle . . . they have to stay on the grind . . . just like lil' Duffle-Bag Boy on the corner slingin' rocks. Now, that's not to say we have to *act/behave* like a dealer (used car or drugs, etc.) . . . but it means we have to always have our wheels turning mentally . . . and we have to be as opportunistic as we can.

Anyway, in closing, I realized I should have read the original post before posting a jokin-response first! I say that because I was more playing with you (knowing you'd laugh or refute me :) ) instead of actually reading the original post first. Shame on me for that :) I was moreover trying to get a joke going with you! :)