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Part 2: Meet Carmen Hudson, Talent Manager at Yahoo: “How Does She Do It?”
Posted on August 27, 2008
Filed Under Interviews | Leave a Comment
By Dave Mendoza, Partner, RecruitingBlogs.com and Affiliate Partner JobMachine Inc.
Email Carmen
(408) 349-3404
Linkedin Profile:
People Shark
PART 2 of 2. As originally published on RecruitingBlogs.com
Six Degrees: How many applicants at your present employer do you estimate are hired from your corporate website as compared to how many are hired through referrals?
CARMEN: This varies by group, position and level, but about 15% are hired from the corporate website, and employee referrals represent about 25% of our hires
Six Degrees: WHERE ARE THE “MOST HIRES” collected from at your present employer? (In terms of Quantity #)
CARMEN: Employee referrals
Six Degrees: What is the source of your “LOWEST COST OF HIRES” - (least amount of invested resources for the easiest hires, regardless of quality) at your present employer?
CARMEN: I don’t know the answer – not sure of the lowest cost source. I do know that we maintain a pretty low cph, factoring in recruiting costs only.
Six Degrees: Tell us about your experience on the speaking circuit :
Six Degrees: What talent niche groups do you target and are these particular talent areas specialized under your review? Discuss
CARMEN: My team in particular looks for specialized professionals, legal, finance, corporate strategy, M&A. These are typically mid-career professionals who, in the past, have been hidden deep within organizations. With the advent of networking tools, these folks are much easier to find. Referrals are critical to us as well.
Six Degrees: What types of training in sourcing/recruitment are available to you and have you taken advantage of?
CARMEN: I take every opportunity possible to dial into webcasts, read blogs and I subscribe to several of the ERE discussion groups. Of course, my learning time is limited, so I focus on the areas that interest me most – sourcing and candidate experience.
I don’t participate in many classroom-type learning situations – that just isn’t my style. I learn from people. If I hear that someone has done something fantastic, I call them up and ask how they did it.
When I was in Seattle, I was on the board of directors of the local EMA chapter, which provided monthly opportunities to interact with my colleagues from other companies. I have a pretty big network of recruiting professionals
Six Degrees: What recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
CARMEN: This may be off the wall, but I consider Excel to be one of the most important tools for recruiting managers. I have pretty advanced skills – I can do pivot tables, lookups, advanced formulas and charts. Excel comes in handy when you have a large amount of data to organize or analyze. I strongly believe that recruiting leaders will be required to sharpen business management skills as talent acquisition and management becomes core to business strategy. I wish I could say this without sounding like an MBA!
Six Degrees: What tools (technology or old school file folder, for example) did you first encounter early in your recruitment career?
CARMEN: CD-roms! In the mid-90s, we used to get business lists on CD-roms. Cutting edge, for the time.
Six Degrees: How did your expectations the first time they got on the phones or in their cubicle differ from the reality.
CARMEN: The first time I got on the phone with the candidate …I don’t know if I remember the very first time, but I do remember that I had to quickly learn how to better assess candidates. I liked everyone I talked to and wanted to hire every candidate.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning.
CARMEN: Well, back in the go-go internet days, I worked for a famous online retailer. The recruiting tagline was “Work hard. Have Fun. Make History.” (Can you guess which retailer?) Anyway, I was the college recruiting manager at the time, and I thought it would be nifty to express our philosophy by ordering hardhats with our tagline imprinted on them. I had this vision of a sea of hardhats with our logo at the big college recruiting conferences. I ordered waaaayyy too many hardhats; I couldn’t give them away. Plus they were awkward, cheap and funny-looking. I am sure there are boxes of these things in a storage room there. I learned that, while marketing is critical to recruiting success, it’s best to bring in the professionals to help with execution. Since then I have worked on many successful projects in tandem with the corporate marketing team.
Six Degrees: How do you personally expect to facilitate change within our industry, and/or at your place of work?
CARMEN: I think that as the talent pool shifts in demographics and characteristics, marketing will become increasingly important to recruiters. I pay close attention to marketing trends and new message delivery methods. I hope to someday blend the two disciplines.
Six Degrees: “Best practice” you are most proud of developing (now or in the past) in your recruiting career?
CARMEN: Before LinkedIn, Jobster or any of the other networking tools, I would send out quarterly e-mail newsletters. Just by including a few personal stories and observations, sharing a few articles and links, and letting people know what I was working on, I was able to develop a very deep network. I didn’t use any fancy tools, just lots of names in the :bcc field. Viral networking is amazing. Folks shared the newsletter, they saved the newsletter, they remembered the newsletter. I wish I still had time to network this way. Now I primarily use LinkedIn.
Six Degrees: What are some of the frustrating aspects/obstacles to your day to day as a staffing professional and in general?
CARMEN: Time. I wish I had more time to spend with hiring managers and hiring teams. For many managers – even senior managers – the hiring process is a mystery. Yet, the ability to hire great talent is a core skill for any manager. I try to develop a mini-learning session, presentation, brown bag or communication each quarter just for hiring managers.
Six Degrees: What are the most common themes of strategic and/or tactical mishaps involving past or present HR/Staffing org?
CARMEN: There is this big debate going on right now about diversity – whether or not it’s outlived its usefulness. I think we, as HR professionals, have forgotten why diversity programs were developed in the first place. At the core of diversity programs and rhetoric is the requirement that companies treat all candidates fairly. Too often, I see examples of favoritism, acting outside the process, closed opportunities – unfair practices – that undermine diversity objectives. As HR professionals, it is our job to insist on a fair and open process – thus ensuring the diversity of the talent pool. This is perhaps the toughest part of our jobs. The real business case for diversity is that by ensuring fairness, a company increases its chances of securing the very best talent available, thus increasing its chances of competitive success.
Six Degrees: Considering all of the frustrations you have experienced in your career as a recruiter, — what inspires you as you continue in your career?
CARMEN: Well, I got a hug from a new hire last week. She was so happy to be at Yahoo. I am still awed by the privilege to be a part of a candidate’s decision to make such a big life change.
Six Degrees: What one thing do you most fantasize doing/implementing/developing/inventing professionally that has yet to be done?
CARMEN: I would love to write or edit a textbook on recruiting for college-level HR programs.
Six Degrees: Anything you want to plug?
CARMEN: The Yahoo Search Blog - http://www.ysearchblog.com/ and the new My Yahoo Page. Both are fabulous.
I did a presentation last fall on Web 2.0 and recruiting. I would love to refresh the examples – if anyone has used advanced web technology in an unusual way, I’d love to hear about it.
Six Degrees: “HOW ARE U GOING TO CHANGE THE RECRUITMENT INDUSTRY. if not the world? ?
CARMEN: By becoming the first recruiter to win the World Series of Poker!
View my profile on RecruitingBlogs.com
Six Degrees “MEGA Networking Day”
Posted on August 26, 2008
Filed Under Networking | 1 Comment
By Dave Mendoza, Affiliate Partner, JobMachine Inc.
More info to come, but going forward choose your favorite social network, or several and invite people who are making a difference in our industry.
Tell them Dave Mendoza at SixDegrees sent you and bring value to your connection my friends.
SixDegrees does not endorse any one particular social network. Be it Facebook, MySpace, Linkedin, Xing, Vidaeo, etc, certainly more than one is key … find a diverse approach that ensures a sustained network.
Our dynamic will be bigger, stronger, and rebuilt - and above all, diversified.
SIX DEGREES ADVISORY
Shally Steckerl, shally@jobmachine.net
Glenn Gutmacher, glenn@recruiting-online.com
Don Ramer, dramer@arbita.net
John Sumser, john@johnsumser.com
Kevin Wheeler, kwheeler@glresources.com
Jorrit Blok, jblok@yourit.nl
Louise Triance, louise@ukrecruiter.co.uk
Susan Burns, TalentSynchronicity@mac.com
Peter Weddle, peter@weddles.com
*
Carmen Hudson, cahudson@yahoo-inc.com
Barbara Ling, btl@risetrends.com
Ryan Phillips, engineerfinder@live.com
Mikaela Smith, mikaelatechnicalrecruiter@gmail.com
Souny Sinwongsa, engineergps@live.com
Kay Kelison, kaykel@microsoft.com
Matthew Grove, mtgrove@kpmg.com
Joshuan Kahn, joshua.kahn@bestbuy.com
John Sloan, john.t.sloan@lmco.com
Jerrod Wheeler, wheeler_jerrod@bah.com
David Pritchard, pritchard@jacksonhealthcare.com
Amy Laymon, alaymon@cisco.com
Kathy Maxwell, katmax1124@yahoo.com
Marvin Smith, marvin.smith@microsoft.com
Russ Moon, russmoon@gmail.com
Michael Marlatt, v-michm@microsoft.com
View my profile on RecruitingBlogs.com
Meet Carmen Hudson, Senior Manager, Talent Acquisition at Yahoo! Inc.
Posted on August 25, 2008
Filed Under Interviews | 2 Comments
Email Carmen
(408) 349-3404
Linkedin Profile:
People Shark
PART 1 of 2. As originally published on RecruitingBlogs.com
Meet my friend Carmen Hudson, the center of a pool table where the chips are staked high, the laughter infectious, and the shoes meticulous (Yes I said shoes, Carmen is a sharp dresser with a particular passion for shoes) . I have known Carmen over three years since we met at Sean Rehder’s charity poker tourney at ERE, San Diego. I have had the pleasure of sitting next to her at a high level Yahoo Inc. talent strategy discussion and our exchanges poured concrete on my smile. I am one of Carmen’s biggest fans and for all the right reasons - her shoes were meant for walking, on the road to a magnificent career in talent management.
Carmen Hudson is a Senior Manager, Talent Acquisition at Yahoo! Inc. She manages Yahoo’s renown sourcing team. Prior, Carmen served as Manager, Global Strategic Sourcing at Starbucks Coffee Company where she was responsible for leading the team that develops strategic sourcing strategies for Starbuck’s retail, non-retail and international business units. She has established herself at other marquee companies such as Microsoft and Amazon.
As an experienced full life-cycle recruiter, she has since progressed in her career in Recruiting management, metrics, industry trends with an expertise in sourcing strategy development. Most recently Carmen has been leading the strategic sourcing team at Yahoo. The team focuses on employer branding, event recruiting, employee referrals and other sourcing wizardry and shenanigans. Their “Think Big, Think Purple” campaign recently won a big award for the company. She is likewise active in her local industry contributions, having served most recently as VP, Programs Seattle EMA www.emaseattle.org.
Carmen is a busy person indeed. She is above all, however, and always will be …. a recruiter’s recruiter.
Q& A with Carmen Hudson, Senior Manager, Talent Acquisition at Yahoo! Inc.
Six Degrees: Tell us of your home world.
CARMEN: Partner in Crime – William (many, many years). No kids or pets, but I have several pairs of shoes that I love like offspring.
I love music (I was once a house music dj) and literature (I am writing a novel). Early in my career I was a television news reporter (my degree is in journalism). I dream of entering the World Series of Poker.
Six Degrees: How many years as a recruiter?
CARMEN: More than 10 years.
Six Degrees: How did you get started as a recruiter?
CARMEN: My first job in recruiting was a researcher for the executive search firm Egon Zehnder International.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
CARMEN: The first time a new hire hugged me and told me how happy he was to be in his new position, and what it meant to his family, I realized the true impact and importance of what we do. We have an absolute obligation to do everything possible to match the right person with the right job. We can change lives for better or worse.
Six Degrees: Tell us about your current gig:
CARMEN: Currently, I manage the team responsible for hiring finance, legal, corporate communications and corporate development positions at Yahoo! We support all domestic regions and have been known to support global positions. My team is comprised of five excellent recruiters and three awesome support team members. I am fortunate to have a talented, world-class recruiting team. We are also supported by two fantastic sourcers, who report to a centralized team.
Six Degrees: Tell us about your experience on the speaking circuit :
CARMEN: Most recently:
• Chicago chapter of the Employment Management Association (candidate experience)
• Northwest Human Resource Management Association (Web 2.0 and recruiting)
• SHRM 2007 Staffing Management Conference & Exposition (candidate experience)
RECOMMENDATIONS
“Carmen is a remarkably connected recruiter with an eagle eye for talent. A singular networker with exceptional ability to communicate and follow through, she is pivotal in Microsoft’s talent acquisition efforts.” September 2, 2004
Shally Steckerl, Founder, JobMachine Inc.
“Carmen is a well-respected HR professional who came to Starbucks with great experience. She was a Recruiting Manager for my client group and provided excellent consultation to me and the leaders we supported. We worked together to fill numerous positions and I highly recommend her. Carmen worked closely with her recruiter team to quickly grasped the job requirements and ideal candidate profile. Openings on my team were across functions/levels. She ensured her team screened and built a pipeline of candidates. Throughout the interview process Carmen provided support and expertise” February 28, 2008
Nance Myers, HR Manager, Starbucks Coffee Company
“Carmen is just one of those people you want to be around - smart, honest, fun, competent - and above all else, a fine Recruiter and Manager. It was my pleasure to work with her in Global Staffing at Starbucks…and has been my privilege to be a part of her network since then. Carmen is one of my go-to people, whether it’s for advice, a referral, a fresh perspective, or to keep me sane. Gotta Love Carmen Hudson!” May 24, 2007
Meg Steele, Manager Staffing Operations, Starbucks Coffee Company
“A strategic thinker with an amazing ability to lead change in a positive and creative manner. Carmen is an absolute inspiration to be around. In an industry of so-called experts, she is one of the brightest and most talented.” January 4, 2006
John Umar, Senior Recruiter, Starbucks Coffee Company
“I have known Carmen for many years and she is outstanding! A hardworker and exceptional team player. It would be an honor to work with her again. - Cody” September 23, 2007
Cody Horton, SPHR, Talent Acquisition Manager, Dell Global Services
“Carmen Rocks!!! Working with Carmen is a breath of fresh air. She is honest, engaging, bright and full of life. She is an incredible asset to any recruiting organization.” September 20, 2005
Katy Connor, Recruiter, Microsoft
“I am amazed by Carmen’s network connection. Each and every time I speak with a recruiter her name comes up as someone who is well connected in this industry. I have had the personal pleasure of being Carmen’s AIRS instructor and since that time Carmen has continued to nuture our relationship. This valuable skill is why she is so well connected.” January 9, 2005
Otis Collier
“I reported to Carmen for about 2 years at Amazon.com. She was the very best Recruiting Manager I’ve had the pleasure of working with. Her sourcing and networking skills are excellent as well as her training ability. She is a great mentor; in fact she taught me everything I know about recruiting. Carmen is the best!” May 17, 2004
Jeanine Wallner, Technical Recruiter, Amazon.com
View my profile on RecruitingBlogs.com
Help with Autism Email: Kyle’s Treehouse Blog
Posted on August 25, 2008
Filed Under News | 1 Comment
I received this email this morning from Ginny Gutierrez and thought I would share it with everyone:
“As professionals in HR we know better than most how many of our colleague’s lives are touched by extra burdens they carry outside of work. Autism is an especially painful burden where people do not know where to turn for help. I have found a valuable source of help which needs to be better known: www.kylestreehouse.org has the goal of empowering everyone touched by Autism to make effective choices. It offers rich social networking tools and clear unbiased referrals to all types of treatment are offered in a caringly crafted site. Could you please help to see that this valuable resource for autism is widely known in your company. Perhaps you can include a link to your portal or send the following message out to your lists or append it as an extra signature on your email for a week it could make a difference to people who you don’t realize need help urgently. Thank you so much.”
“Welcome to the Kyle’s Treehouse Blog
One of the pillars of our community is staying connected. The Kyle’s Treehouse Blog is our way of keeping you up to date on matters about which we feel strongly, and it features viewpoints from Kyle, his mom Jen, as well as guest bloggers from the medical and treatment community.”
View my profile on RecruitingBlogs.com
Happy Weekend: “Too Shy”
Posted on August 23, 2008
Filed Under WebVideo | Leave a Comment
PART 2: Meet Rainer Jeske: “Going Global, A German Recruitment Expert in Japan”
Posted on August 21, 2008
Filed Under Global Staffing Perspectives, Interviews | 1 Comment
Rainer Jeske
President at CONNECTYOUK.K. / Tokyo
CONNECTYOUK.K.
AIG Building Suite B1
1-1-3 Marunouchi, Chiyoda-ku,
Tokyo 100-0005, Japan
Tel: +813-5288-5227
Fax: +813-5288-5353
Email
http://www.linkedin.com/in/rainerconnectyou
Rainer Jeske conducts retainer and contingency executive and engineering specialist searches in Japan with a focus on leading IT, automotive and industrial vendors. His company, CONNECTYOU, is headquartered in the AIG Building in Marunouchi, right opposite the Imperial Palace and has a branch office in Shinagawa close to Sony. CONNECTYOU was founded in 2004. Rainer is a Co-Founder of the “Japan Information Technology Recruitment Association (JITRA).”
INTERNATIONAL SOURCING SURVEY QUESTIONS, Part 2
Six Degrees: Does your staffing organization “DIRECT SOURCE” from competitor companies to hire talent?
Rainer Jeske: Yes, I directly source from competitors to find candidates for my clients. The challenge is that most Japanese hesitate to move to a direct competitor since it would burn bridges with their previous employer. Keeping harmony and good relations is very important for them.
Six Degrees: Can you identify specific “How-To” obstacles of the countries you are responsible for, - particularly in terms of HOW EMPLOYMENT LAWS ARE FACTORS? Also, How do government laws affect your ability to recruit?
Rainer Jeske: As a recruiter, you need to have a government license. The Japanese government has implemented tight rules surrounding privacy policy and the handling of candidate information.
Six Degrees: How are US and European recruitment culture different? How are they similar?”
Rainer Jeske: When in Rome, do as the Romans do. When in Japan, do as the Japanese do. One big difference is that most clients want Japanese-written applications consisting of a) work experience/resume b) personal background information of the candidate and c) self-appeal in Japanese.
Another difference is that most Japanese clients demand “complete personal information” such as age, marital status, nationality, visa status, etc. So whenever I talk to American’s about their resume, I often apologize asking very personal questions that would be illegal in the United States.
Six Degrees: Which recruitment software tools do you use in your day to day recruitment activities & do they translate effectively within all of the different countries where you recruit?
Rainer Jeske: I am using Google and Linkedin.
Six Degrees: How many applicants do you estimate are hired from your corporate website as compared to how many are hired through referrals?
I am using Google and Linkedin. 25% or more hires come from referrals and zero from our homepage. Our strategy is proactive “hunting” of top-notch candidates rather than waiting for average candidates to apply through our homepage.
Six Degrees: WHERE ARE THE “MOST HIRES” collected from? (In terms of Quantity #)
30% referrals, 30% proactive scouting on networking events, 20% cold calling plus our own database and 10% from other recruiters.
Rainer Jeske: What is the source of your “LOWEST COST OF HIRES” - (least amount of invested resources for the easiest hires, regardless of quality)
Rainer Jeske: Referrals.
Six Degrees: Whether you are hiring IT engineers, accounting, - whatever talent you are seeking, - is your country’s CULTURE a factor in the RESPONSE RATE you get when sending an email requesting a CV versus calling the candidate directly at their work? Are they open/eager to sending their CV, are they more shy/cautious or even suspicious depending on the method you use to contact them?
Rainer Jeske: I cannot see a direct relationship between Japanese culture and response rate. That would be too simplistic. For an experienced recruiter the answer is “case by case”.
Example:
When targeting traditional Japanese companies e-mail is ineffective. Cold calling is my way of arranging a meeting and establishing a relationship.
When targeting multinationals with more “westernized” people, email is an alternative to cold calling.
Again, the tricky part is knowing when to use which method. IBM is a multinational, however very conservative and inside “completely Japanese” so that both email and cold calling maybe yielding no results. Personal introductions can be more effective in this case.
Six Degrees: What methods/resources produce the FASTEST amount of time in producing hires (what types of talent?)
B) What SPECIFIC TECHNOLOGY TOOLS do you use that produce FASTEST amount of time in producing hires. Please state the software, databases you use in detail.
Rainer Jeske: One of the fastest way of filling high-end positions is through candidate referrals. A lot of Japanese still prefer the old way of personal introductions and face-to-face meetings as the starting point of making meaningful career changes. Especially once you leave Tokyo and reach out for more rural areas, the quickest way is to leverage personal relations.
The Internet and SNS are becoming more and more important for recruiting in Japan, however, with regards to global sites such as Linkedin most of them are unknown because such sites are in English.
Linkedin Japan has about 43000 members as per beginning of July and a lot of the members are non-Japanese, including myself.
During an event organized by MIT alumni in Japan, about three out of eighty people raised hands when asked whether they know Facebook or Linkedin. This is Japan.
Six Degrees: Is it acceptable, or common, in your country’s culture to offer a referral fee for a successful hire to someone who recommended the candidate? Yes or No? What is the formula, method or basis for developing a money reward for a referral?
During my nine years, I have never paid money although I offered a reward to the referral giver. Japanese recommend someone when they think it is a good thing to do.
Six Degrees: Do you use blogs specific to each country’s talent within target industries/competing companies?
Rainer Jeske: I am not targeting blogs.
Six Degrees: What are the BEST JOB BOARDS ** SPECIFIC WEBSITES** to each of the countries you recruit for, BOTH overall and SPECIFIC TO each industry (For Example: IT, Finance, Marketing etc)
(You can review relevant job such as http://www.topjobsites.com/ for reference.) List the websites with their links please.
Rainer Jeske: I am not using job boards for sourcing. Job boards are overcrowded by recruiters, yield poor results and are pretty expensive.
Six Degrees: Can you provide a list of SPECIFIC recommended/effective (not all) local newspapers AND ALL known major associations & conferences and industry-specific website portals *** BY COUNTRY ***
Rainer Jeske: I am doing high-end searches and never use printed media. I have not heard that recruiters use printed media as a good way to source candidates. That is why I do not want to recommend any of them.
Six Degrees: What Search Engines in addition to common ones like Google, do you use that are native to the countries you are responsible for? Please Detail with links.
Rainer Jeske: I am only using Google, both English and Japanese version. There maybe better local search engines around, though.
Six Degrees: Which 3rd party agency/ recruitment search firms have you successfully used and would recommend to others for the types of positions (IT, accounting etc) you recruit for?
Rainer Jeske: Recommending recruitment firms will frequently lead to disappointments for clients in Japan. That is because the quality of service a client receives is by and large determined by the quality of the recruiter serving the client.
Brands are meaningless. Let me explain. My advice to anyone is stop recommending recruiting firms (in Japan). Stop recommending brands. Start recommending individual recruiters. And most importantly, start recommending individual recruiters with strong specialization in their specific (IT) area, recruiters who speak fluent Japanese AND who actually carry out search assignments themselves.
KornFerry, for example, has experienced partners in Japan. However, they are getting unattractive “split deals” sourced in Silicon Valley that get handed to inexperienced “researchers”. It is said that only 50% of retainer searches in KornFerry Japan are completed.
KornFerry is a strong global brand. Could I recommend this brand? Or should I recommend certain individuals in certain IT areas who I know are going the extra mile “until the job is done”?
Shally Takes JobMachine To Singapore
Posted on August 20, 2008
Filed Under JobMachine Inc., Shally Steckerl | Leave a Comment
By Shally Steckerl, Founder, JobMachine Inc.
So I'm off to Singapore again, this is my second trip there. I can't wait to have chili crab, and check out the yummies at myriad Hawker's Stands but most importantly the warmth and hospitality of cool people like my friend KA Chang and the incredibly diverse culture that makes up this Melting Pot.
I'll be presenting a sourcing masterclass and a general session at the ATC.
Here's some photos from my last visit (click on any for a fullsize view):
I promise to post a few new ones soon, and give you an update on what's changed since I last went there to evangelize our Sourcing Industry 
RecruitFest! - A RecruitingBlogs.com Conference
Posted on August 19, 2008
Filed Under Jason Davis, Recruitingblogs.com | Leave a Comment
JASON DAVIS MAKES AN INDUSTRY ANNOUNCEMENT!
RecruitFest! is Jason Davis’ answer to the conference business within the Recruiting Industry. It’s about making a bigger commitment to networking while engaging everyone to a higher degree within organized and framed discussions that start when you walk in and keep going after you leave the room. It’s brought to you by nearly 12,000 members at RecruitingBlogs.com
Register over the phone with me and pay by check. Call Jason at 416.995.3693
Call 416.597.1400 or 800.422.7969 to book hotel. Mention RecruitingBlogs.com to get your discounted rate. - use REB when booking your hotel
You need smart people who have proven themselves unequivocally in this industry as discussion track leaders and participants who want to teach something and learn something. I feel great about the track leaders who have agreed to fly into toronto for a few days and I feel even better about the community in which I can promote RecruitFest!
Sept 19/08 and a little of the the 20th is the day that 80 participants will come together in Toronto at the Intercontinental Hotel (we have group hotel rates negotiated) and my house for a day of:
Scott Love:
A discussion about the importance of developing your own criteria of doing business and how to stick to that and not get swayed by your clients. This is a very important concept recruiters need to understand. This discussion will take place over three sessions.
Craig Silverman:
Sure I can tell you what a recruiter does and you can repeat it back to me but what does it really mean to be a recruiter. What do you need to be like in order to be a great recruiter. Is it in your blood? It’s in Craig’s.. This discussion will take place over three sessions.
John Sumser:
Why is it important to understand that the real impact of what just happened may not be realized for a while yet and how can we apply this to recruiting when sometimes, there is no time. How do we take a step back without really having to do it. This discussion will take place over three sessions.
Susan Burns
What transformative actions can be envisioned, explored and implemented to shift the tides and move aggressively towards a new age in recruiting excellence? What does the future for Talent Attraction and Acquisition strategies look like? Well, Susan has some great questions worth exploring. This discussion will take place over three sessions.
You will be able to sit in on three sessions. All 4 sessions will go on concurrently 3 separate times. This means you will need to pick the three sessions you are interested in.
Drumming Circle
Have you ever been part of a drumming circle? Me neither. But I know many people who have and from what I can tell, it’s the perfect way to get things going and for everyone to really get to know each other’s rhythm. Imagine 80 people focussed on sounding good and building connections - good things will come from this and it’s the right way to start the 1st RecruitFest!
Jason Davis’ House
Kennedy Information has generously agreed to sponsor a night of good times and charity at his house the night of the 19th. It will be for dinner, drinks and a little charity - We hope it goes late. We are sure it will. Fine food and good wine will be a flowin’
Charity Poker
A must when so many recruiters get together. Raising money for charity is something I have done a lot of. At my house, thanks to Kennedy Information, a charity poker game will take place. I know there are a lot of people out there thinking that they are good but you are going to have to come prove it.
But wait, there has to be more and there is. On Saturday morning (the 20th) for those of you who want to wake up early and do yoga, we are making that possible. A great yoga instructor is going to come to the hotel and lead a class.
Then, Dennis Smith will lead a session on personal branding within the recruiting industry and how social media has helped him and how it can help you bring awareness to yourself assuming you want that. Dennis in my mind has done a fantastic job of using all of the tools available in order to increase his brand. This session will be in the morning before lunch
Then, for all who are still around, we will have a kind of out of towner lunch for everyone.
Details:
Where: Toronto, Ontario - Intercontinental Hotel
When: Sept 19th and a little of the 20th
Cost Of RecruitFest: $225.50 US or canadian whatever you want.
80 people max
Cost of Hotel Room: around $220/night - use code REB when booking your hotel
Call 416.597.1400 or 800.422.7969 to book hotel. Mention RecruitingBlogs.com to get your discounted rate. - use REB when booking your hotel
Don Ramer, CEO of Arbita: “Community Builders, Leadership”
Posted on August 18, 2008
Filed Under Don Ramer | Leave a Comment
Oil Drilling Effects on Job & Economy
Posted on August 17, 2008
Filed Under News | 3 Comments
Classic Supply & Demand