EdgeSpeak

"Easter is not a time for groping through dusty, musty tomes or tombs to disprove spontaneous generation or even to prove life eternal. It is a day to fan the ashes of dead hope, a day to banish doubts and seek the slopes where the sun is rising, to revel in the faith which transports us out of ourselves and the dead past into the vast and inviting unknown." ~Author unknown, as quoted in the Lewiston Tribune

******
Things are picking up! Soon you may not have time to phone source to fill your hard-to-fill positions. When that happy event happens in your world, call the phone sourcing experts at TechTrak 513 899 9628

Wednesday, November 29, 2006

Now THIS has "Talent Pipeline" writtten all over it!

Time to start dialing...

30,000 Union workers accepted Ford's buyout - by this past Monday.

The "take rate" at Ford surpassed the expectations both of management and of Wall Street analysts, and will allow Ford to reduce its costs faster than called for in the company’s much-discussed overhaul plan, called the Way Forward. Ford said earlier in the year that it needed to eliminate 25,000 to 30,000 jobs as it closes plants and sheds production capacity left idle as the company’s market share in the United States declines.

Union leaders were apparently surprised by the high take rate as well; before the Monday deadline, news reports said they expected only about 15,000 workers to accept a buyout.

Investors reacted positively, bidding up Ford’s stock price by about 20 cents, or 2.5 percent, to $8.35 a share in morning trading on the New York Stock Exchange.
Read the article here.

Are you juicy?

I know M-Edge likes these Cosmo-like surveys - it must be a girl thing (lol). I couldn't help but chuckle at the spirit of the email's claim that "a five minute time investment will get you a report that uncovers 20 crucial areas that deplete or contribute to your personal energy level." In other words, how much of your energy potential is being released doing what it is you do at work?

Being the curious and adventurous type, I took the JUICE CHECK™ online... lo and behold, I'm high energy and it appears as if my clients are also high energy.

Try it yourself - and be honest.

Monday, November 27, 2006

Movies on the Cheap

First came the hair loss (which accounts for the shaved dome), then the gray hairs in the beard (keep them short - thank goodness my hair leans towards the dirty blond side), and now I'm reading AARP's monthly magazine. At least I'll be able to afford to go to movies once the discount kicks in...in a few years. But don't you dare call me old - I'm warning you. Really.

In the November/December 2006 issue is a fine article about their Best Employers For Workers Over 50. To be honest, it wasn't that difficult to get on the list - only 122 companies completed the application. What's interesting is how AARP assessed recruiting practices - in the article there were no standards, no scorecards, no experts cited. So I've done the next best thing...

I called them and have been promised the methodology used for the assessment - can't wait to see what AARP's experts take for great recruiting practices. So check back soon.

In the interim, here are the top fifty; recognize any recruiting leaders in the bunch?

  1. Mercy Health System
  2. Lee Memorial Health System
  3. Bon Secours Richmond Health System
  4. Leesburg Regional Medical Center and The Villages Regional Hospital
  5. Yale-New Haven Hospital
  6. Volkswagen of America, Inc.
  7. Massachusetts Institute of Technology
  8. Oakwood Healthcare System Inc.
  9. First Horizon National Corporation
  10. Hoffmann-La Roche Inc.
  11. Centegra Health System
  12. Stanley Consultants
  13. Scripps Health
  14. Brevard Public Schools
  15. Beaumont Hospitals
  16. Principal Financial Group
  17. The Aerospace Corporation
  18. Inova Health System
  19. The YMCA of Greater Rochester
  20. Saint Barnabas Health Care Organization
  21. SC Johnson
  22. Atlantic Health System
  23. StMary's Medical Center
  24. Virginia Commonwealth University
  25. Carondelet Health Network
  26. SSM Health Care
  27. Busch Entertainment Corporation
  28. Bon Secours StFrancis Health System
  29. Pinnacle Health System
  30. University of Kentucky
  31. StMary's Medical Center
  32. Cornell University
  33. Yuma Regional Medical Center
  34. MidMichigan Health
  35. West Virginia University Hospitals
  36. Pinnacol Assurance
  37. ACUITY
  38. Hospice of Marion County & Affiliated Companies
  39. Massachusetts General Hospital
  40. Florida Hospital Waterman
  41. University of Colorado Hospital
  42. Scottsdale Healthcare
  43. L.L.Bean, Inc.
  44. Mitretek Systems, Inc.
  45. Ochsner Clinic Foundation
  46. UNM Hospitals
  47. Cabell Huntington Hospital
  48. University of Texas MDAnderson Cancer Center
  49. Adecco
  50. John Deere

Saturday, November 25, 2006

A California Legal Victory to Free Speech Online

"Legions of Web users and Google, Yahoo, Microsoft and other major Internet providers dodged a legal morass Monday when the California Supreme Court ruled they cannot be sued for posting or distributing libelous material written by others."

"In a 34-page ruling, the state's high court overturned a lower court decision that had stripped immunity against such lawsuits and alarmed free speech advocates who warned it could chill expression on the Internet."

"The Supreme Court unanimously concluded that federal law is clear on insulating Internet providers and Web sites against lawsuits for the inflammatory statements of others. The ruling does not, however, protect the original authors of defamatory material."

Read it here.

David Perry quoted on NPR!

Startups Help Clean Up Online Reputations by Frank Langfitt/NPR

In a recent survey, one in 10 hiring managers say they rejected candidates because of things they found out about them on the Internet.

Now, several startups are offering to help people manage their online identities and scrub embarrassing information.

David Perry, an executive recruiter, says a candidate to become a chief financial officer was found to have a gambling problem.

"We actually found it out and... tracked his profile back to a online gambling site on the Web. Now, you have to ask yourself, What's that got to do with his job? Well nothing, probably. But this is a... multibillion-dollar corporation that we were putting a chief financial officer into and we just didn't think it was appropriate."

Read the whole thing here.

Shally on NPR!

Social Networking Technology Boosts Job Recruiting by Frank Langfitt/NPR

“Shally Steckerl used to hunt talent for Microsoft and is a leader in online recruiting. With Linkedin, he can find people faster using a vastly increased network of contacts."

Read the whole thing here.

Monday, November 20, 2006

Experts Predict Wave of Bankruptcies - heh, heh

You already know that Edge loves finance and believe all recruiters need to understand it - at least to the point of The Complete MBA for Dummies. The need to track the financial performance of your competitors is critical up to and including their solvency.

So when experts predict a wave of bankruptcies, Edge feels compelled to implore recruiters to not wait until companies lay off people before checking inside their crumbling walls - start when then file for bankruptcy.

Now bankruptcy does not mean that a company is headed into Kaput Court; restructuring debt, among other goals, helps these organizations climb out of their holes. Recruiters might want to help some of the talent climb from these holes while waiting for the courts to decide.

Here are some bankruptcy resources you may find interesting (many require membership but many don't):

American Bankruptcy Institute
Association of Business Recovery Professionals (R-3)
Commercial Finance Association
International Association of Insolvency Professionals
National Association of Bankruptcy Trustees
National Association of Chapter 13 Trustees
Turnaround Management Association

Happy hunting!

"While the mice are away..."

Thanksgiving approaches and half of corporate America is on vacation. Think we're kidding? Try to get anyone on the phone this week beyond the receptionist and the night watchman. G’ahead. Try.

It’s time to “make hay while the sun shines”, as the saying goes. Even though much of America will be cloaked against the reminding chill of approaching winter, there’s no time like the holidays to get our “bidniz” done.

“How so?” you wonder. Edge is glad you ASKed.

Timing. Gatekeepers are SO OFF GUARD during the seasonal celebrations and the ones that do answer (especially on holiday eves) are tipsy and loose-tongued. Think I’m kidding again? Take the time out of your coming Wednesday afternoon and do some calling – you’ll hear what I’m talking about. Christmas falls on a Monday this year. The entire week before (especially beginning with the Winter Solstice on Thursday) and through the first week of January will find corporate America asleep at the wheel. Then, once they do return, it will take America two weeks to ramp back into gear; shed the holiday dregs and begin to focus. That’s a whole lot of time and advantage for us to be wending our ways up and down their empty hallways.

Remember that night watchman? He’s not so happy he has to be working when everyone else isn’t. Use that.

The gatekeeper? She’s likely to be a temp or someone who doesn’t usually man the desk.
Use that.

The lonely employee whose single beacon of light shines on his darkened floor? He has issues. Use them.

Our country’s “employee mentality” that’s been nurtured and fed on the millstone of dependency? Use it against them. You’re doing them a favor.

Happy Hunting Holidays.

By the way, if you’re “leaving town” for the holidays, and need some work completed for your post January return, call your local friendly telephone names sourcer - she has plenty of bandwidth!

Our goal is to save you time and help you succeed.

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen at techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers.

Onsite Training

Sunday, November 19, 2006

Wake Up America!

If you think other countries aren't thinking competitively, and acting competitively inside our own markets, think again. Can you imagine the shellacking this guy would get in SOME of our circles for using the words "outflank and outmaneuver"? The Edge shudders to think.

Amity University is organizing a Seminar on:

Business in the 21st Century and the Role of Competitive Intelligence to Outflank and Outmaneuver Competitors.

The seminar will be held on 12th January 07

If you are interested to attend this seminar and interact with the leading business organizations, you may like to contact me for FREE invitations at mobile numbers in India : 9810825355 and 9810799325
Vivek RAGHUVANSHI- Low Intensity Conflict Analyst Assistant Professor:MBA (Competitive Intelligence & Corporate Warfare)
Amity Institute of Competitive Intelligence
Amity University Uttar Pradesh Sector 125, Noida, (National Capital Region) India Mobile: 91-9810825355

Saturday, November 18, 2006

Shackled Sourcing

There was a remark made over on ERE yesterday to one of the published articles written by Shally Steckerl - the title was “Developing an Internal, Dedicated Sourcing Team -Six key questions to ask”. You can read it here.

The person’s comment went like this:
"Internal Sourcing Teams- a waste If you are Google or a similar darling (unlikely), it may make sense to create an internal candidate sourcing team. You have the money (unlimited), young people will dial for dollars and endure the monotony of the act of sourcing, and they will think they can get promoted to- get this - RECRUITER --- ooooh internal staffing - SEXY! No Really, there are several companies out there that outsource sourcing. They can do it, cheaper, better, faster. Remember, those who can do. Those who constantly write and speak about it... well they are not in the trenches. Do look into outsourced sourcing of talent. Free your corporate recruiters from the time shackles of sourcing and don't fall on your own sword trying to use the caveman metrics listed above. #3 would take a team of mathematicians to determine."

What caught my eye about the saucy remark above was that it was evidently written by someone who either: 1) does sourcing and is looking for sourcing to be more outsourced by hiring departments (sounds like someone looking for business) or 2) has done it in the past and dislikes doing it.

“Dislikes doing it?” Hmmm...the thought never occurred to me until I saw the remark. “Who would dislike doing this?” I wonder. Pointedly, he (maybe it's she? - author is unidentifiable) includes the following caustic descriptives, “...endure the monotony of the act of sourcing...shackles of sourcing...” which seem to describe the writer’s own discomfort with the process.

Do you agree? Do you think sourcing is monotonous? Does it feel like a shackling of purpose? I would really appreciate seeing your frank remarks in here. If you don’t have your own opinion (maybe because you’ve never done sourcing) what have you heard others say about the process?

Inquiring minds want to know!

Our goal is to save you time and help you succeed.

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen at techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers.

Onsite Training

Do you know about Naymz?

Naymz

What is Naymz?
It's no secret that people go online to find information about other people. But did you know that, according to Search Engine Watch, there are 25 to 50 million proper name searches performed each day? Let's be honest, if you're looking for information about colleagues, new clients, friends, or potential dates, the first place you go is Google or Yahoo. Have you "Googled" your own name lately to see what comes up and what others maybe finding? The problem is that your information is hard to find and could be...
Wrong
Outdated
Embarrassing
Incomplete
Not Even You!

Naymz is an online provider of reputation/identity management and promotion services for people, groups, and businesses. Naymz provides a simple and user friendly experience for those who are concerned with promoting an accurate and positive picture of their personal or professional reputation and identity.

By signing up for a free Naymz account you start to take control of what information others find about you online. Start by creating a Naymz profile page, which you can personalize to include information about you and links to your content on the Web:
Social networks (MySpace, Friendster, FaceBook)
Blogs (Blogger, TypePad, Xanga)
Classmates and Reunion sites
Photo Albums (Flickr, Webshots)
Personal or Professional Bios
Other interests (Del.icio.us, YouTube, Amazon Wish list)
After you create your account, Naymz handles the rest. We promote your page at the top of the major search engines. Now when people search for your name on Google, Yahoo! or MSN, your Naymz profile is the first thing they'll see.

The White Pages are SO last century. People are searching. Take control of your web presence today and help them find you.

Did you know?
Of adults who use search engines:
36% track down long-lost friends
23% search for the name of a business associate or colleague prior to meeting them
29% research family members
20% look for old flames

Hey! I’m sold! By the way, it’s FREE!
Visit me.

Our goal is to save you time and help you succeed.

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen at techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers.

Onsite Training

Thursday, November 16, 2006

Why do headhunters only call people who already have jobs?

CFO.com has several videos from their most recent conferences that you must view...

Everything You Want To Know About Headhunters, But Were Afraid To Ask - Part 1 of 4

Is it true recruiters only go after people who are already happily employed? And if you do want to make a career move, how can you get them to notice you? CFO.com's Tim Reason asks Lorraine Hack, of the financial officers practice at Russell Reynolds questions you never had the nerve to ask.

Hello? Is It Me You're Looking For? - Part 2 of 4

Executive recruiters are a busy bunch. Russell Reynolds' Lorraine Hack shares some simple tips on how to get their attention. What's better: e-mail, or a letter? What are some simple ways to develop a long-standing relationship with a recruiter?

Forget About That Promotion - Part 3 of 4

What are your chances of a promotion? Statistically, not very good. Resignations, not promotions to CEO, drove CFO turnover in 2005, while controller retirements increased 200 percent. Lorraine Hack explains to CFO.com's Tim Reason what a Russell Reynolds survey says about the market for finance talent.

Promotion? Who Wants It Anyway? - Part 4 of 4

Do treasurers want to be CFOs? Perhaps not. As the traditional role of the treasurer has changed, so treasury turnover has increased 10 percent. And even if treasurers want the job, companies are less likely these days to promote treasurers or controller to the CFO slot.

Dang, this stuff is great - why you gotta learn the habits of the your quarries...

Do you subscribe to CFO.com's fantastic newsletters?

The Recruiting Series

Recruiting and Finance – A Happy Marriage

Reengineering the Job Before Recruiting – Or "Why Can’t We Land A Superstar?"

One Brick at a Time - Brick and Mortar Recruiting

These articles constitute some basic principles that Edge applies to sourcing and recruiting. All that is truly required to be a great recruiter is the passion for talent acquisition and the desire to provide your customers with service that frankly, prevents them from going elsewhere to find it.

Edge's goal is to instill in you the skills and moxie that will enable you to say to your CEO and hiring manager, "No, I can do it better than anyone else."

Thanks, El Dave!

Tuesday, November 14, 2006

Environmental Recruiting

Has anyone noticed that sourcing is all the rage these days? All the buzz, all the cacophony, all the heartache revolves around sourcing. Yet the entrepreneurs still want to call it what it's not - Jason Goldberg announced Jobster's new beta "enhanced sourcing" product today over on Recruiting.com.

Another new face entry in the old online search category - someone puhleeze tell me how this is different from Hoover's people list builder or ZoomInfo's categorizing - all this stuff that's findable online?

Sure, they're
"...taking an open approach. we will be integrating a number of people databases from a variety of sources and providers into the jobster platform. jobster will normalize the data and deliver a great people search experience to end recruiter users...users will be able to [beta] search from more than 29 million passive candidates with basic search functionality. in future releases we will offer more advanced searching from millions more people."

All this for $695 a month for single users or $1295/mo for multiple user packages (which gets you a Jobster subscription) and the big bargain at
"$8995/month for the full jobster enterprise functionality for an enterprise worth of users".

Is it me or is Jason just a great environmentalist who wants to recycle another well-worn idea for an Internet-based product? First off, I really like Jason and his minions; however with this product, the info stays the same - only the interface and the pricing change.


When is someone going to figure out that the best stuff, the original stuff, the talent pipeline shattering stuff is what we find every day by using the telephone and other brick and mortar techniques?

Please help me - what am I missing here? Someone please tell me.

Monday, November 13, 2006

Gift giving the Linging way!

That marketing genius Barbara Ling has come up with a shopping aid for recruiters (and sourcers) who want to say "Thank You!" to their customers and clients over the holidays.

Barbara, as always, is happy to share what she knows so you can "make the best choice possible". Be sure not to miss Barbara's Secret Buying Weapon!

ADDED bonus: Sneak Look into what recruiters do in their real lives!

Visit the site here.

Wednesday, November 08, 2006

Fixing Harsh Consonants

IBM Develops Program for Call Centers

NEW DELHI (AP) - Even as Indian call centers have thrived in the past decade, helping U.S. companies cut costs and creating hundreds of thousands of jobs here, they have faced a seemingly insurmountable problem: Most Indian employees speak heavily accented English.

Now IBM Corp.'s India Research Lab says it has a way to help operators fix the harsh consonants, local idioms and occasionally different grammar of Indian English, often a source of frustration of those who call in search of tech support and other information.

IBM, which operates large call center facilities here, has developed a Web-based training technology that can help improve language skills of operators.

Read the whole thing here.

Embedded Sourcers

The Edge hears a lot nowadays from companies who are looking to have their sourcers “embedded” in their recruiting operations. The idea is to have these captured souls at the beck and call of the recruiting organization to supply names and titles on call to the recruiters who also reside on-site. The Edge is reminded of the scene in The Matrix where the organization uses the lifeblood of its home-grown infant beings for its’ own life energy.

There’s something fundamentally amiss here. These organizations are missing something – and that something is the independent, entrepreneurial spirit sourcers are fused with that drives them in their own intellectual pursuits. The sourcer’s mentality and the organizational culture of most corporations do not necessarily meld well. There’s a fierce independence in most sourcers that a cubicle cannot contain. In fact, a cubicle may be far too constraining a reside for the free thinking and, yes, the Edge will put the words into print, free wheel thinking that a sourcer engages in on a daily basis.

The problem arises when the company tries to extract more than what's reasonable of its sourcers. Many "sourcers" are viewed as administrative support to the recruiting organization and this thinking is faulty. Sourcers should be tasked with doing only that - sourcing - and they should have administrative support provided to them, if anything. Most of them can't be bothered with it though - they're usually notoriously self-efficient problem solvers.

It’s a dangerous terrain to most people – this frontline attack position that sourcers take on when penetrating the earthen-works perimeter of other companies to get to the really great stuff inside. It’s not for the faint-hearted or is it for anyone who is tasked with the administrivia of supporting a recruiting organization. There’s just not enough hours in a company’s tightly controlled (eight hour) day for a sourcer to be effective at names sourcing if she is constantly interrupted or called away to do other things. Your names sourcers need privacy; they need quiet, they need call-block, they need plenty of coffee and a darkened cavern where they can be shut away to do their thing. They do not need a hundred different interruptions in their day that pulls them from one of the most valuable contributions they can be making to your organization.


ASK her what she needs - she'll tell you.

Tuesday, November 07, 2006

Maybe blogs can help fix this?

From Workforce Management:

But Can They Write? College and high school graduates are deficient in writing, an area deemed by employers as critical to job success. That's according to a workforce readiness report jointly released by the Society for Human Resource Management, the Conference Board, Corporate Voices For Working Families and the Partnership for 21st Century Skills. The study collected responses from more than 430 human resources professionals and issued separate workforce readiness "report cards" for high school students, two-year college students and those graduating from four-year institutions. An over-reliance on electronic communication, coupled with a lack of writing instruction in schools, is blamed for the deficiency.

SEC Chief Suggests Blogs for Disclosures

WASHINGTON (AP) - In the first official communication posted to a blog by a chairman of the Securities and Exchange Commission, Christopher Cox said he was intrigued by the idea of letting companies use Weblogs to disseminate important corporate information.

Cox has invited the chief executive of Sun Microsystems Inc. (SUNW), avid blogger Jonathan Schwartz, to talk to the agency about the idea of allowing companies to disclose significant financial information through blogs.

A growing number of major companies now publish corporate blogs or online diaries. The SEC position is that current regulations do allow for blogs, like news releases, regulatory filings, Web sites and Webcasts, to be used to disseminate companies' financial information, provided a particular blog reaches a broad audience.

A 2000 rule known as Regulation FD, for Fair Disclosure, ended a long-standing practice by forbidding companies from providing significant information to stock analysts and other Wall Street insiders ahead of the public. The rule requires the method or methods used to be "reasonably designed to provide broad, non-exclusionary distribution of the information to the public."

"The (SEC) encourages the use of Web sites as a source of information to the market and investors, and we welcome your offer to further discuss with us your views in this area," Cox told Schwartz in his posting on the CEO's blog. (He also sent Schwartz a letter by mail.)

In a Sept. 25 letter to Cox, Schwartz noted that Sun's Web site, which gets an average of nearly a million user hits a day, includes the blog that he writes as CEO and those of thousands of employees of the Silicon Valley server and software maker.

Schwartz, who recently started publishing his blog in French and nine other languages, has said it attracts 50,000 viewers a month. For him, he says, it has become "the single most effective vehicle to communicate" with investors, journalists and analysts.

Thirty Fortune 500 companies are now publishing corporate blogs, nearly double the number in December 2005, according to the Fortune 500 Blogging Wiki, a collaborative tracking site. Technology companies such as Amazon.com Inc. (AMZN), Cisco Systems Inc. (CSCO) and Oracle Corp. (ORCL) were early adopters, but senior executives at big industrial companies like Boeing Co. (BA) and General Motors Corp. (GM) also have embraced the trend.

Read the whole thing here.

Monday, November 06, 2006

The Twelve Steps of Direct Sourcing

Edge believes it is time to confess to your sins and embrace these Twelve Steps that will lead you to the land of milk, honey, and better candidates...

We admitted we were powerless over our fear of the phone - that newspaper ads, job boards and Internet sourcing had become limited.

Came to believe that Ma Bell - a power greater than ourselves - could provide a steady stream of potential candidates that will invigorate our careers.

Made a decision to turn our will and our lives over to the use of the telephone as we embrace the telephone as a friend.

Made a searching and fearless metric-based inventory of sourcing channels and found these to be full of hot airs.

[You have been weighed, you have been measured, and you have been found wanting. In what world could you possibly beat me? ~Chaucer]

Admitted to ourselves, to our bosses and to each other the exact nature of why we couldn't get past the use of newspaper ads, job boards, Internet sourcing…and Gatekeepers.

We humbly ask to have our fear of the phone eviscerated.

Humbly asked our bosses to pay someone to come in and help us learn the one true path to candidate sourcing.

[She can be reached at 513 899 9628. ASK for Maureen]

Made a list of all the jobs we short-shifted and resolved to use the names we found calling directly into companies to make amends to our past hiring managers or customers.

Made direct amends to hiring managers wherever possible, except when to do so would cause them to berate us for not telephone sourcing in the first place.

Continued to take a career inventory, becoming aware when our past sourcing habits tempted to lead us astray and back into the vaporous confines of newspaper ads, job boards and Internet sourcing - and guarding vigilantly against those temptations.

Sought through telephone and some internet research and reading Sourcers Unleashed (and ASK Maureen on ERE and the Edge) daily, to improve our physical contact with potential candidates and our spiritual contact with telephone sourcing Gurus, invoking our powers to continuously improve and continuing to seek out knowledge on the subject.

Having had this career-changing awakening as the result of all these steps, we try to carry this message to other print and web-bound sourcers who only use newspaper ads, job boards and Internet sourcing, and to practice these principles in all our recruiting decisions.

Saturday, November 04, 2006

Desperate Sourcers - Ante Up...eh?

It's been quite some time since the renowned soapumentary, Desperate Sourcers, has reared it's scintillating head here on The Recruiting Edge. Network censors tried hard to shut it down - but the producers have prevailed and next week, after the Recruiting 2006 Conference in New York City, the new season will begin.

The first episode is entitled, Ante Up...eh? and we're certain it will exceed the expectations of our devout audience.

Until next week, please feel free to read the first season of Desperate Sourcers:

Episode 23: Slimy Vinckor

Episode 22: Whipping Willy

Episode 21: Chitra

Episode 20: Arrival

Episode 19: Anatomy of a Search

Episode 18: Easy

Episode 17: Secrets

Episode 16: Headed South

Episode 15: Back Doors

Episode 14: In a Darkened Room

Episode 13: What a Difference a Day Makes

Episode 12: Yellow Cab

Episode 11: The Spider's Web

Episode 10: Cast of Characters

Episode 9: The Saga Continues

Episode 8: Fok and William

Episode 7: M & M

Episode 6: Forsaken Identities

Episode 5: The Destination

Episode 4: Flying Before The Fall

Episode 3: The Trojan War

Episode 2: Hiring 3.0

Episode 1: The Early Days

A Cowboy's Tale of Woe

“My five guys are supposed to be telephone sourcing but they’re all scared of the phone. One of them told me yesterday, he wanted to throw up every time he had to call someone and ask for information! How pathetic is that and how fast can you get on a plane and come out here to Dallas?” the agitated Texan drawled.

“Slow down a minute – hold your horses, cowboy,” I told the caller. Tell me more about your sourcing organization and what it is they’re expected to do. You may not need me to come out there – they might benefit from just taking my online course...”

“No, little missy, I want you here! If you could be here on Monday it wouldn’t be too soon. These guys need help and I can’t deliver it – I’m a one man band here as far as managing this organization’s recruiting department – I’ve got other fires to put out – help! We’re burnin’ alive!” the stricken SOS came urgently across.

“Okay, okay, calm down. Tell me exactly what it is you think you need...”

“Help, I need help. These guys are afraid to get on the phone – they want to pull crap off Monster and the other boards and sit at their computers all day – it’s not getting the job done! I’ve read what you write – you can teach them how to get on the phone and GET NAMES INSIDE ORGANIZATIONS – that’s what I need. I need you to show them – it’s not even reminding them, mind you! I’m old school and I pick up the phone but these guys have never been exposed to even that! You need to SHOW THEM how to pick up the telephone – you need to REMOVE THEIR FEAR!” the aggravated cry rang out. “How soon can you be here?”

“I can come but I don’t think it can be on Monday...”

“When then?” he demanded.

“Can I ask you a few questions?” I asked, trying to tranquilize the tormented.

“Shoot,” is, of course, what he said.

“How many recruiters do you have in your department?”

“Twenty-two,” was the reply.

“And these five you refer to, are they part of that twenty-two?”

“No, they’re the sourcers – we have twenty-two recruiters they’re supposed to be supporting. There are a couple recruiters who do their own sourcing – they pretty much stay to themselves, but the rest – they rely on my five guys to deliver the goods...”

“And how have they been doing that?” I asked.

“You know; the board stuff – they pull down resumes and post jobs – one does the print writing and ad placement but they’re all supposed to be doing sourcing – I sent them to AIRS earlier this year but they haven’t had any telephone training and that’s what they need! The board stuff isn’t getting it anymore and they’re spending way too much time on the Internet...and Internet sourcing ain't what it used to be; quite a few companies and associations are gettin' wiser and wiser.”

“I hear your pain,” I soothed. “I hear it everyday – you’re not alone, in case you think you are. Recruiting organizations all across America are suffering with Phone Fright. It’s a disease, to be sure, and we’re working to annihilate it in our lifetimes. If you will just bear with me for a few minutes and if you’re online – are you online? (The answer was yes) Let’s go to my website for a minute.
www.techtrak.com. See the wizard on the right? That’s the link to my online telephone names sourcing course, The Magic in the Method...”

“I see it – I’m there,” he volunteered.

“We could start this thing for your sourcers TODAY if you want. By signing up with a corporate membership you’ll receive six seats that can access all the telephone sourcing training modules for a year. It’s these training modules that I teach the onsite telephone sourcing from...”

“How do I sign up?” he asked.

“See the ‘Purchase’ tab at the top? You click on that BUT BEFORE YOU DO, let me tell you that after your sourcers take this course, and you still want me to come onsite, I will and I will credit the $1200/six seat/one year access cost against the final cost of the onsite training...”

WARNING: Do not attempt this on your own. NEVER interrupt a sale in progress like I just did unless you’re a professional driver on a closed course... ;)

“Sounds good to me – you think this will teach them what they need to know?”

“I think this will teach them the attitude and stance necessary in telephone names sourcing. It remains to be seen how many of your five emerge in the final contest as a telephone names sourcer – telephone names sourcers are a rare breed and not everyone is cut out to be one. But this course will give them the information they need to be effective if they have the natural propensity to be one...”

“I get that – I know it’s not for everyone, but you’d think ONE of them could get it...” he trailed off in exasperation.

“I know,” I agreed. “It’s not easy. If it were, everyone would be doing it!”

“I can take the sixth seat?”

“Of course you can!” I comforted.

“Okay, little missy, we’ll see how this goes. Expect a call next week and look at your schedule and see when the closest time you could come out here is...”

“I will,” I promised.

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen@techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers. The investment will make the valuable results your sourcers produce in the future inexpensive!

Friday, November 03, 2006

Happy Birthday Sensei

Mrs. Steckerl's little boy is 35 today. On this day in history:

1900: The first automobile show opens in Madison Square Garden in New York (about the same time Gerry Crispin begins recruiting).

1903: Panama issues a declaration of independence from Colombia (if only recruiters would declare independence from just using job boards).

1953: The first coast-to-coast live color telecast airs (and Jim Stroud was there to podcast it).

1957: The dog Laika becomes the first living creature to travel in space, on board Sputnik 2 (rumor has it that Dave Mendoza is still trying to get the dog to vote for him on Recruiting.com).

867: Byzantine emperor Basil I deposes Photius as patriarch of Constantinople, ending the schism between Greek and Roman churches (one of the first things Basil did was accuse Photius of treason, depose, and banish him - for not, I believe, calling into other synod's for great people).

Today is quite a momentous day. Happy Birthday, Shally.

I was fired! Part II

The first time I picked up the phone to make a names sourcing call I remember thinking, “This’ll be easy – all I need to do is ask for their sales engineers – piece of cake!” Uhhh...wrong. Nonetheless, I recall the feeling of exhilaration when I did get the right name, and, hanging up the phone, wondrously wondered, almost out loud, “And they’re going to pay me to do this?”

I couldn’t believe it. This was fun, this was exciting and this was intriguing! It had the feel of shooting fish in a barrel to me, though I had no idea how large some of those barrels would eventually turn out to be. As I said, the “pay per name” opportunity appealed to me. How many names could I get in an hour at $8 per name? It became a game.

Season segued into the next, and then the next. Many of my jobs were still requiring “re-do”, though not to the extent my early work did. I still, though, was having almost daily conversations with the Project Manager I was assigned to, and it was my first taste of an organization’s political structure. No longer was I under the tutelage of the more compassionate owner; I was now answering to an employee who was not only tasked with me as a researcher, but others. He did not seem to have the early patience and grace I had encountered; he wanted things done when he wanted things done and he wanted things done right. I was trying to comply and the work was coming fast and furious. Sometimes I was tasked with eight-twelve jobs at a time, volunteering myself for the punishment. The company’s workload was accelerating as well – remember this was the go-go late 90s in Silicon Valley! Much of the work was highly technical but still, I couldn’t get enough.

As a side-note, today, I think working on 3- 5 jobs at a time is probably the max an experienced sourcer should carry – the idea is when you get stumped on one job you can turn your attention to another and pick up some headwind that allows you to carry the success momentum back into the flat jobs – you have to experience it to understand what I mean – I think some of the experienced sourcers reading this will, though.

Suddenly I started to notice my workload lightening. Instead of a daily stream of “new jobs” in my email (yes, by now I had learned to download and upload documents) I began to see maybe two or three a week. This went on, as I recall, maybe a month or so and then they stopped coming altogether. My chagrin turned to panic as I realized the party was over.

I never did hear the words “You’re fired” from the company but I did get some blowback on payment on the last couple jobs. “The names weren’t right; we reassigned the job to another researcher,” was about all I heard as far as actually being notified I had been fired. But fired I was – I had no more work. I was bereft.

My bereavement lasted just a short time. I had come to rely on this work to fill much of my waking hours – I was happy doing the work – it was challenging and engaging and I was learning about all sorts of things. This last part is the part that had me in its stranglehold grip – I could not give up the pleasure I was receiving from all the new-found knowledge. So I did what all addicts do when a supply dries up – I went looking for another source. And I found it. Here’s what I did.

I knew that many of the names I was sourcing were being resold to recruiters – many of them to the recruiting departments of the big names in high tech out in California’s Silicon Valley. They couldn’t get enough and their thirst appeared to be unquenchable.

I wasn’t sure I was ready to step into that big time (and I was hesitant about “competing” with the man who so graciously introduced me to what became, for me, a lifeline) so I did the next best thing – I collected emails of as many third party recruiters as I could find and I started an email campaign. Something to the effect:

“Hi, my name is Maureen Sharib and I’m a names sourcer. I can telephone names source for you people with the titles you need to fill your hard-to-fill positions. Call me at 513 899 9628 or email me at maureen at techtrak.com. I’d love to be of service to you!"

It was like feeding honey to bears. Within a day or two, one person called and sent me work. Then two people, then three. Within a year I probably had half a dozen customers who were keeping me busy. Then they started to “share” my name with others and it just snowballed from there. That was about nine years ago. I have never been wanting for work and my business has continued to grow every year except 2002, and that being the year on the heels of 9/11. Business began to rebound in 2003 and has tripled as of this year. I could not be happier nor could I be more grateful.

By the way, I learned my lesson from my “firing” experience. I tightened my belts and kicked it into high gear. I embraced the fact that I had screwed up and almost lost the opportunity of a lifetime. I decided that would never happen to me again. I became very good at telephone names sourcing. Every day, with practice, I get better.

Some of you wonder why I am so verbose on the subject of telephone names sourcing – why I so willingly share my stuff. I believe in the adage that we get back far more in this life than we give. Recently I had the distinct pleasure of having a long talk with that man who introduced me to this subject ten years ago. He is still in business, enjoying his success but in a quiet way. He laughed when I told him this story, and said, “Good for you!” He is a class act and meeting him was one of the most fortunate things in my life.

There’s one last thing I want to convey to you. I need to tell you what it was that so turned me on about names sourcing. The first time I looked at my research document and picked up the telephone, and obtained a name, I was reminded how, when I was a child, my brother and I would visit a relative’s farm. The relative had a pond or a creek - I can’t remember exactly - I was so young - with ducks and the ducks would build nests along the water’s edge and my brother and I would look for the nests (they were usually very well-hidden!) and find them. I remembered that feeling of excitement I felt as a kid finding those nests with their eggs! Finding names gave me the same flush of pleasure, the same rush of excitement! I couldn’t believe it! I was in egg heaven, and still am!It may sound kind of dumb to some of you but it makes perfect sense to me. I’m a kid again when I do what I do – I have so much fun! Think about something you LOVED to do as a kid – remember that fun, hope and joy it raised in you as a child, transfer it to a work activity today and you’ll feel that passion hinted at in the quote below.

There’s one more thing – the money’s great!

“The road to happiness lies in two simple principles: find what it is that interests you and that you can do well, and when you find it, put your whole soul into it - every bit of energy and ambition and natural ability you have.” ~ John D. Rockefeller III

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen at techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers. The investment will make the valuable results your sourcers produce in the future inexpensive!

Thursday, November 02, 2006

Whoda' thunk?

CEO stole employees' identities, authorities say

WHITE PLAINS, N.Y. (AP) — A CEO has been charged with stealing his employees' identities and using them to obtain more than $1 million in bank loans and credit card charges. Terrence Chalk, 44, the chief executive officer of Compulinx Managed Services of White Plains, was indicted along with his nephew, Damon Chalk, by a federal grand jury on charges of conspiracy, credit card fraud and making false statements to banks.

Terrence Chalk pleaded not guilty in U.S. District Court on Tuesday, where U.S. Magistrate Judge George Yanthis ordered him held on $250,000 bond.

Chalk founded Compulinx, a computer management firm, in 1990. He is accused of using the names, addresses and Social Security numbers of his employees to secure the bank loans between 2001 and 2006. He also ran up $100,000 in credit card charges using their identities, prosecutors said.

Chalk's lawyer, Mayo Bartlett, said neither he nor his client wished to comment on the case.

Damon Chalk, 35, of Florida, was arrested by FBI agents Tuesday at LaGuardia Airport. He was ordered held without bail. The name of his lawyer could not be immediately determined.

Her name is Clarisse Kent...

Disruptive Selection

I was checkin’ out the recent Poker Turney Participants over on recruiting.com and landed on Sean Rehder’s excellent Talent Ecology page.

On the left of his page is a definition for “Ecology”:

Ecology is "the scientific study of the distribution and abundance of living organisms and how the distribution and abundance are affected by interactions between the organisms and their environment."

It got EstroEdge thinking...

The majority of the human experience has been lived in hunter-gatherer anarchy. So at the expense of being labeled anarchists, let’s, (oh just let’s!) go there for a moment.

Nature favors extreme traits at both ends of a spectrum at the expense of moderate ones. According to the theory of “disruptive selection”, it favors a few pathways of disorder.

Disruptive selection works against models that fall into the midrange of values – I’m suggesting here that in our industry the midrange of values includes lumbering HR departments that can’t get out of their own ways, corporate America that has itself tied into knots with fear of the legal environment we live in, and, in the nemesis of many third party recruiters, “preferred vendor lists” that take months to get onto, that stymie true advances.

Nature favors the swift AND the slow (wonder why the tortoise/hare story rings so true?) and deals harshly with the in-between. Dare I call the in-between the mediocre? Yes, I think I dare – I think I will. It’s the “what do I do now? – better call a committee – don’t want THIS dirt last on MY hands” thinking that characterizes most inefficiencies in HR departments all across our land. It’s no wonder these companies “become a candidate source” rather than a ‘Preferred Client’.” Talk about being eaten alive.

The anarchy behavior and the success it’s met with is only one example of what we’re continually challenged to do around here – think outside of the box. The Edge is going to suggest the anarchy model again, and again, and again, until more people hear it.

To repeat, as sage TestoEdge Steve Levy advises, “Outrageous sourcing? Let's just have a contest - what would you really like to do to source and recruit candidates that you never tried because you (a) were too ‘fraidy-scared, (b) married to an attorney, or (c) no one ever gave you permission to think outside the box? Essentially, what would you like to do even if it were illegal, immoral or fattening? I'm serious- part of the creativity process is putting to rest one's superego and just winging out ideas, what ifs, etc. Guaranteed we'll uncover things that will become part of recruiting lore.”


Let’s take a lesson out of Steve’s book and venture out onto the branch, because, as the famous quote says, “That’s where the fruit is!”

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen@techtrak.com or by phone at (513) 899-9628.

Maureen will come on-site to your company to teach telephone names sourcing to your sourcers. The investment will make the valuable results your sourcers produce in the future inexpensive!

I was fired!

How I Became A Names Sourcer Part I

In my early days of sourcing, ten-plus some years ago, I was fired from my first job. I tell you this because I know some of you struggle with names sourcing, especially with telephone names sourcing. Let me explain.

It was 1996 and I was in the middle of the first sabbatical I had ever taken in my life. After twenty-two years in one business, I was burned out and I was learning some hard lessons. My children were young teenagers, thirteen and fifteen, and they wanted (needed) a computer. I purchased one and that's when the fun began again.

I eyed it warily in its break-front desk after it was installed. I listened as my daughters argued over whose "turn" it was and while they were at school one day I turned it on – I wanted to see what all the to-do was about. It whirred and then blinked at me before a steady screen-saver stared back at me. "What do I do now?" I wondered.

Gingerly I pressed a key on the keyboard and another screen popped up. It must have asked me, or guided me, to do something, I can't remember exactly what happened next, but what I do remember is that the thing drew me in and taught me about itself. The more I interacted with it the more entranced I became. Pretty soon I was regularly cruising AOL's chat rooms. I thought I had mastered the p's and q's of the thing until someone remarked one day they had been "out on the web" and had found something; I think in those early days it was "Amazon" and this person reported the exciting news that we could order books at substantial discounts and have them delivered to our homes! Oh, the heady days of start-ups!

"Out on the web?" I wondered. I visualized this black stringy spider's web stretching out into infinity before me, (I wonder why I thought of infinity at that early stage?) and, with some trepidation, I followed someone's instructions as to how to get out "on the web". Holding my breath I entered some instruction into my browser and Voila! I had a whole new playground to romp in. I couldn't believe it – my shuttered mind expanded with the possibilities.

Days turned into nights turned into days for me as I excursioned my way around the world. I visited the Hermitage in Russia, strolling down its gilded corridors admiring its treasures; I meandered my way along the Nile snooping the darkened interiors of pyramids; I took roundtrip rides to Mars and other planets; I splashed in the Mediterranean Sea. All this I did from the comfort of my family room, in front of a burning fire facing a large picture window that framed the wintry landscape. As Spring approached the fireplace dwindled but the fire borne in my soul wouldn't temper itself – it raged with the possibilities, it fueled my inextinguishable desires. One day, visiting a chat room someplace, someone asked me what I did.

"Oh, I'm not really doing `anything'," I answered, counting in my head that "anything" is what you did for money. "I'm just learning things – I guess you could say I'm adventuring," I further explained, feeling the need to explain. "Oh? Adventuring where?" the typed response came across. "Just about everywhere," I pecked back into my keyboard, and then explained best I could what it is I did with many of my waking hours. "Hmmm..." I remember the person saying. "Do you think you'd like to try to do names sourcing?"

"Huh? What's names sourcing?" I puzzled back.

"Well, I give you a list of companies and you go into them and find the people who hold specific titles. I will pay you $8 per name to do that." "Sounds interesting," I said. "How do I do that?""Well, you use the telephone and you work from home. You call and ask for the department these people are likely to be in - there's a myriad of ways you'll be able to do it once you get good at it. Would you like to try?" he kindly offered.

"Sure! Why not?" I volunteered. I was multiplying the "per name" rate in my head and asking myself, "How hard can it be?"

Let me tell you something. In the fall of 1996 I did not know what a software engineer was much less understand the concept of "software". A hardware design engineer? What was "hardware"? If it had been me, I don't know that I would have given me the opportunity. But let's place this in perspective. It was the heydays of Silicon Valley and this guy's business was centered there. He had such a great need for sourcers because his customer demands were so intense that any port in a storm would do, and I was proof positive of that.

He sent me my first job. He faxed it to me because, dummy me, I didn't know how to download, much less upload, a document. I will spare you the embarrassing details but I struggled through it. It was probably, maybe, 25% accurate. He was so kind! He coached me, he taught me, he advised me where I probably went wrong and sent me back in to do it again. I came back, this time probably at 50% results, and he persevered in his charity. Some jobs took me two, some took me five, do-overs. But I did them over if they needed to be done over. I think this is what he saw in me, this determination, this stick-to-itiveness, this soldier's heart that won't quit. And that's all I had to commend me at that point. But apparently that was enough and it's enough to commend you too if you have this trait in your character – if you're the type who carries on, who doesn't stop in the face of adversity, who bull-dogs the job until it's finished – you can become a great telephone names sourcer. Don't quit – that's the single piece of advice I have to you – never surrender. It's a far more charming ideology than it is a common practice.

I know you're wondering about the firing part. That confession will be in the next installment, tomorrow. I thought this was enough daring-do reading for any one person in one day.

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen at techtrak.com or by phone at (513) 899-9628. Maureen will come on-site to your company to teach telephone names sourcing to your sourcers. The investment will make the valuable results your sourcers produce in the future inexpensive!

Wednesday, November 01, 2006

Sure it's been practical lately but...

Edge likes physical contact sports particularly pure martial arts, boxing, and MMA. It's not so much the joy of giving and taking a beating as it is the strategy and testing of one's spirit that makes it so enjoyable. Naturally getting hit in the head has it's drawbacks but I'm getting older anyway so it's not as if people notice...

Years back, middleweights Vito Antuofermo and Cyclone Hart had a great fight. Hart was known for his great punching skills, Antuofermo for his ability to bleed. And take punishment without letting his competitor know.

After the fight - which Antuofermo won - he was left talking about the fight while Hart was crying from the realization that Vito was hurting as much if not more, than Cyclone. Cyclone was a superior boxer - and he lost. Yet both were feeling the same emotions during and after the fight.

The hero and the goat feel the same emotions. The difference is that one persevered and ventured where the other did not. Just like recruiting.

[what do you think of this philosophical stuff?]

It's how one

Jim Stroud's Sourcing Puzzle

A year or so ago Rob "Big Mac" McIntosh (The Man!) posed a deceptively easy question to the masses of recruiters, sourcers and general public. "What is the name of my dog?" To find the answer, one had to scour the internet for carefully laid out clues to discover the answer. To Jim's knowledge, only a few were able to solve the riddle. (Including him!) Well, in the spirit of the Rob's Dog challenge, Jim is submitting one of his own.

Jim wonders how many sourcers will solve this one? So does the Edge.

Check it out here.

What's In A Voice?

In a place far, far away and a time long ago, I had mentioned to the recruiting animal that I could tell the overall health of a company by just listening to the messages on employees voicemails as I worked my midnight meanderings through their phone systems in search of those “names in” to be used on the morrow on my telephone names sourcing jobs. He scoffed at me, somewhat embarrassing me, assuring me he had listened to many an employee’s VoiceMail in his day as well and wasn’t so convinced of my claim – now I have PROOF POSITIVE that I’m not imagining such things and that a Voice does give away more than you can imagine...

“We can make site visits to one or more potential acquisition target companies, interviewing their staffs and developing intimate profiles of their organization.”

Interesting read

Maureen Sharib is a seasoned telephone names sourcer, names sourcing since 1997. She and her husband Bob own the names sourcing firm TechTrak.com and Maureen telephone-names sources daily as well as teaches telephone-names sourcing in her online telephone names sourcing course "The Magic In The Method." She can be reached by email at Maureen@techtrak.com or by phone at (513) 899-9628.

Maureen will come on-site to your company to teach telephone names sourcing to your sourcers. Call her for her rates. It's not inexpensive but the results your sourcers will produce in the future will be!