"Shhh! We're Sourcing In Here!" Part II

“What motivates you?” the young woman in the back row, her chair wobbling in its precarious position tilted against the wall, called out, right as we were breaking for lunch on one of the MagicMethod seminars I was giving in San Jose, CA recently.

The question made me take a step back and froze me in my tracks.

“I’ve never really thought about that,” I answered. “Let me think about that and answer you after lunch. One thing, though, that comes to mind for me is the thrill of the hunt I experience and I talked about the egg finding story this morning, didn’t I?”

The question was met with nods all around, as in “we don’t have to go there again – I’m hungry – let me outta’ here!”, but for you who don’t know, here’s my story:

The first time I tried my hand at telephone names sourcing – the first time I studied a target list and picked up the phone and received what I was looking for (a name!), I was reminded how, as 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! The pond had ducks and geese and some of the birds 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. Whole days, it now seems to me, were spent engrossed in this activity and I remember well that feeling of utter excitement I felt finding those nests with their eggs. Finding names gave me the same flush of pleasure, that same rush of excitement. I couldn’t believe it - I was in egg heaven, and still am!

“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

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 child – remember that fun, hope and joy it raised in you, transfer it to a work activity today and you’ll feel that same enthusiasm John D. hints at above. Besides, the money is great and that makes it even more fun!

“…the money is great…” Make no mistake about it, one reason I’m in this business is because of the money. Taking that one step further though, I wonder if the same enthusiasm that has carried me through ten plus now years of telephone names sourcing would have endured if I did not receive the kind of
“reinforcement” I get from the income generated by my endeavors.

Money is a complicated subject and I know traditional scientific theory tends to minimize its importance in motivation, citing praise and recognition as being better motivators. I do not agree with this theory. In fact, I strongly disagree with this, believing those who say “Money doesn’t buy happiness” and “Money is the root of all evil” have plenty of it and are kidding the rest of us, trying to get us to “stand down” from competing with them for it!

I believe the LACK of money is the root of many evils in this world. The “money doesn’t buy happiness” mantra flies in the face of the fact that it sure doesn’t hurt anything either. Of course money doesn’t “buy” happiness but the lack of money sure as heck doesn’t assure it either. If you don’t believe me – try it!

All of you know that there are many parts to what attracts a worker to a job: the sense of job security it offers, the social fulfillment it provides and the challenges it presents being just a few. Those of you who choose to buy into the mantra that “money doesn’t matter” have a much harder row to hoe than your brethren who have the knack of uncovering a candidate’s very real (and many times primary) motivator and that motivator is – what is it? Of course – it is MONEY! In the rare instance where it’s not, rest assured, it probably is his wife’s! Pay no attention when they pooh-pooh money. Get it right up on the table and discuss it. Remove the bugaboos surrounding it and the mystery attached to it and I’ll bet donuts to these dollars any day your negotiations will not only go smoother they’ll go much faster!

Getting back to what motivates me. Now that we have my fundamental confession out of the way that money is an important and compelling extrinsic component now let’s turn to the more ethereal aggregators – the pleasure I get, the real sense of well-being, the fulfilling feeling of having learned something new or significant, the rewarding happiness and the joys of accomplishment my job offers me. I know it’s a mouthful and in the next part we’re going to take these intrinsic motivators apart and discuss them.

To be cont'd...

MagicMethod Module VI is up and kickin’!

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK.

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.

HR Buy-In

Shally Steckerl wrote an interesting article for Kennedy Information’s Recruiting Trends about some of the inner workings of peer regression analysis.

In it, Shally confesses:
“Another major source of frustration, even if an organization does recognize the value of investing in peer regression analysis, is that not all recruiters or hiring managers know how to handle or what to do with a truly passive candidate generated this way. Hiring managers must be educated on how to approach, handle, sell and romance such candidates.”

He further suggests a good solution:
“A strong process and communication plan needs to be in place to support such strategic efforts to ensure maximum traction and results. Leveraging existing employees and leadership is critical, but more importantly, no single department should be entirely responsible for this process. A culture and environment must be created in which this process naturally flows from the business to research teams and back again. Instead of reacting to projects as the need arises, this process must be a constant building of proactive pipelines of passive candidates. Without support from the business, knowing how to handle these candidates, and keeping the pipeline growing, the handful of candidates produced will ‘wither on the vine.’”

I know the major source of frustration Shally talks about exists. I hear most every day from sourcers who are frustrated by the moribund processes they’re entangled in inside their staffing organizations.

One exceptionally talented sourcer recently emailed me:
“…I experience anxiety when management questions me on what I do... it's like questioning who I am. There are ALWAYS recruiters that don't feel like what we do is moral or right, just, etc. I do and as long as my managers back me, that's all that matters. Those same people would rather die than pick up the phone. I'd rather work hard on the phones and internet than do their administrative recruiting tasks. So be it. Do you feel managers truly get it?”

I think this sourcer hit the nail on the head when she said, “Those same people would rather die than pick up the phone.” Think about it. These people are accustomed to pushing resumes around, receiving them and reacting to them. They (most of them) have never, and I repeat never, thought of using a proactive methodology to find candidates. Calling into a behemoth organization and finding out who the financial analysts are? Deciphering the org structure of a semiconductor company’s R&D department? Get the benefits consultants out of two dozen companies in Atlanta? Are you kidding me?

“You want me to do WHAT?” is usually the horrified response to the suggestion that they expand their skill sets with some good, old-fashioned sourcing. “That’s not my job!” they urgently insist. “It’s not in the job description – look!” they exclaim as they pull the worn dog-eared sheaf out of its sacred place in their top drawers. “Show me where it says I have to do that!”

And that’s part of the problem, as Shally hints at when he says:
“This strategy becomes world class and revolutionary because it ties into headcount planning and forecasting. Operating on “instant demand” projects is nearsighted and limiting. The further into the future an organization can implement this process, the more revolutionary it becomes. Not only should staffing leadership work closely with business units on what investments or big bets are being made affecting the future direction of the organization, products, solutions or other offerings, but it should be done one year in advance.”

Companies have lost their recruiting directions – they have bought into resume farming and the seductive promises the “boards” have beckoned with. Finding great people is NOT cheap nor is it time conservative. It is extremely time consuming and takes a lot of hard work and requires a commitment from the higher ranks of HR that this route will be supported NO MATTER WHAT, come hell or high water.

Here’s the real question:
How many recruiting professionals (these days) want to work that hard? There’s the rub – and the answer.


This is the first part of a series that will attempt to remove some of the bug-a-boos surrounding the passive candidate. The truly passive candidate does exist and exists in large enough numbers to make the argument that actively finding and contacting them regarding new opportunities will create a tsunami effect in your recruiting organizations!

MagicMethod Module VI is up and kickin’!

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK.

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.

2nd Ever RecruitingBlogs.com contest!

WIN ONE FULL YEAR SUBSCRIPTION to the Fordyce Letter!

Submit your FUNNIEST Telephone Names Sourcing Tactic and be immortalized by the talented Jim Stroud in one of his famous cartoons in his “The Recruiting Life” series! The winner will also receive, in addition to a one year subscription to every single one of the now-published-with-more-always-coming modules in the only-of-its-kind telephone name sourcing training course, "The Magic in the Method", a ONE YEAR SUBSCRIPTION to the Fordyce Letter!

Don’t miss out – get your story in TODAY! By the way, extra credit will be given for what will be deemed the “most effective” telephone names sourcing technique. The renowned Steve (VinDiesel)Levy will be the judge.

Official Rules: One entry per participant. Entries must be received by next Tuesday, June 4, 2007. One Grand Prize winner will receive, in addition to Jim Stroud’s immortalization, both the one-year Fordyce Letter subscription AND the one-year MagicMethod subscription that includes (at present with more to come!) over 130 telephone names sourcing lessons and scripts. Three runners-up will receive the first edition of the “Book of Scripticals”, a dozen actual telephone names sourcing scripts THAT WORK! The top twenty entries will be published and recognized in future MagicMethod courses taught across the US and online.

You have to post it HERE for it to count. Post yours RIGHT NOW!

"Shhhh! We’re Sourcing In Here!"

“Buster!” Bob yelled as he came through the door, dried grass falling from his hot, sweaty being after his six hour long grass cutting marathon here on our lush twelve acres 30 miles or so north of the Ohio River.

“Buster! Come here!” he begged as the UPS truck pulled down the long driveway and Buster started barking, his brown hound dog body sinewing back and forth, propelled by the enthusiastic beating of his long tail.

The “Brown Guy” stepped down out of the truck, dog treat in hand (Buster gets the Pig’s Ear, good customers that we are) and fed it to him while nodding at Bob who had stepped back out onto the front porch to receive the shouldered square box containing – what else? More computer equipment!

“Hello, there!” Bob called, loudly.

Watching all the commotion from my desk in one of the front rooms of the house situated next to the front door I shook my head as I rose, headset connected to my head, the tether stretching the boundaries of my patience. “Shhhh!” I snarled at nobody in particular, silently closing and latching the door against the mayhem as the box was deposited behind the now-closed door. I could hear Bob matching the Brown Guy’s amusement about some remark over baseball with his unwavering lifelong allegiance to the Yankees, in spite of his recent disappointment over team events. “Don’t you worry – just wait and watch – they’ll pull it out – they always do,” Bob said, remarking assuredly on the team’s unmatched baseball success. “Getoudda here – the Reds don’t hold a candle to the Yankees!” he confidently exclaimed as he scrawled his name on the electronic receipt the Brown Guy held before him. “Ain’t no way,” he finished as he closed the door behind the departing deliveryman, answering the guy’s friendly banter.

“KNOCK! KNOCK!” came the insistent, instant knock at my door. “Bang! Bang!” it came again.

“What’s WRONG with you?” I hissed, half bent into a standing/sitting position as I opened the door, stretching up from my desk, sliding the door bolt and letting the door fall open before sitting quickly back down, my eyes on the freshly delivered search results on my Google screen. “How many times do I have to tell you? QUIET when I’m working!” I hissed again, my tone low as I waited for the Receptionist to return.

“You’re always working,” Bob groused back. “Take a break,” he begged.

Slamming the phone down and disconnecting my connection in the process, I snapped, “What?” annoyed at having my concentration broken. “Now what?” I sneered, for more effect.

“Your new flat screen’s here. Want me to connect it now?” he offered, amazing me with his alacrity to start a new task on the heels of one so formidable. “You’ll have to help me,” came the warning.

“NO! Can’t you see I’m working?” I insisted, my exasperation increasing along with my temper. “Why do you always do this to me?”

“Do what?” Bob cried.

“Interrupt me! Do I have to spell it out?” I exclaimed. “I’m in the middle of something – can’t you do your IT stuff tonight after 7 when I’m asleep?” I offered, hopefully. “NOW is not a good time, don’t you understand?”

“You need to help me with the wires, I only need a few minutes,” he continued.

“A few minutes I don’t have!” I snapped. “Go ‘way and close the door behind you!”

The luckless Bob turned and retreated, epithets spewing fast and furious as he headed to the kitchen for a drink of water. Feeling a slight twinge of guilt, I returned my gaze to the screen and my task at hand. Reaching for the dial pad I was almost ready to push “redial” when I hung the phone up, rose and removed my headset, placing it alongside the phone. Following Bob into the kitchen I intended to get a cup of coffee and offer some kind of amend.

It was not to be.

To be cont'd...


NEW MagicMethod Module VI is up and kickin’!

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.

Running Straight and True

Bob and I today went to see the third film in the Caribbean trilogy “Pirates of the Caribbean”. The usurper of the pirate ship "The Black Pearl" and pirate lord of the Caspian Sea territory, Captain Hector Barbossa (Geoffrey Rush), replies, gleefully, on the crew’s journey on a junk ship through a frozen ocean to rescue Jack Sparrow from Davy Jones' Locker. When someone in his crew wails that they’re lost on their quest, Barbossa agrees that surely they were lost, and that “you have to be lost to find a place that can’t be found – else-wise everyone would be able to find it.”

They continue sailing until an enormous waterfall is spotted on the horizon. The crew is alarmed, but Barbossa dismisses their fears and shouts for the crew to let the ship run "straight and true". They fall down the waterfall and into Davy Jones' Locker.

I sat up in my chair like I’d been hit by lightening. How many times have I not known where I was going; how many times have I started a search “lost” in the ether until I ran a course, “straight and true” that delivered me at my destination?

“If it were easy everyone would be doing it!” You’ve seen me post this occasionally at the end of some of my diatribes on telephone names sourcing. I guess it’s another way of saying “you have to be lost to find a place that can’t be found – else-wise everyone would be able to find it” with one concept added – you have to be lost.

You have to be lost before you can find your way and this is a concept that’s not very appealing to a lot of people. But you have to be able to let yourself go, to venture into those areas where you know little to nothing, before you can find a way. This takes faith and trust in oneself and how many of us have that?

“Cease trying to work everything out with your minds. It will get you nowhere. Live by intuition and inspiration and let your whole life be revelation.” ~ Eileen Cady



Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.
www.techtrak.com/magicmethod/magicmethod

I can also be found here at the new networking site, Naymz. Be sure to check out my "other groups" while you're there!

Old Farts/Young Whipper-Snappers

I spoke on telephone names sourcing on April 24 at the Human Resources Consulting Association in Northern California. I met some of you and I thoroughly enjoyed myself. I may be going back out soon to speak again – watch for the announcement.

Something interesting (for me) emerged out of this event. On the next day I held the first SourcingSchool training event (Adobe Systems was most gracious in hosting the event!) and about fifty people attended. It was a full day event presented with a PowerPoint presentation on MagicMethod and several members of the audience generously spoke briefly on sourcing subjects close to their hearts. One thing I took away from both presentations was the keen interest the older members of the audience had in Internet names sourcing – several times older members asked me to go more in depth on the subject. As you all know, that’s not my strong suit and I explained that my technique is to use a very simple Boolean – maybe a couple words at most and then jump on the phone with those results to get in further. I suggested they take a look at Shally and Glen’s and Barbara’s and Jim’s stuff for more complete coverage and you might also; click on the links just past to my comrades-in-arms Internet Sourcing training.

What was so interesting for me was this interest I picked up in the older audience for Internet Sourcing Tips. The younger audience? Not so much and then it dawned on me – of course! The older audience learned telephone sourcing skills because they “had to” – they came of age before the Internet and their point of contact with the outside world was the Phone! It makes simple sense when you think about it, as so many real truths do.

Now, the younger audience – they were spell-bound by the phone sourcing stories and again, it makes perfect sense. They’ve come of age in the recruiting industry using the Internet – why wouldn’t these bright young people want to learn “the other side” of things?

Because of this insight, upon my return, we’ve been hard at work making a (professionally produced) video presentation on telephone names sourcing! It’s slick as greased lightening and you’ll be able to watch one of my very talented names sourcers names source in the comfort of her own home. It will become part of the MagicMethod training presentation and it may also become available for viewing on the Internet. It’s a slow and expensive process but it should be completed sometime this Summer. Watch for the announcement.

There will be more SourcingSchool one day training events held around the country in the future – I’d like to combine them with association speaking engagements (like I did on this past trip) so if any of you have local associations or organizations that need topic speakers suggest to them that they invite me and I will come!

To express your interest in attending future one day SourcingSchool training events send me an email here: maureen at techtrak.com Tell me where you are and what local organizations I might contact regarding speaking at their events and maybe we’ll organize a SourcingSchool event near you!

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.
www.techtrak.com/magicmethod/magicmethod

I can also be found here at the new networking site, Naymz. Be sure to check out my "other groups" while you're there!

"Remember Me" - "Job" video

Simon Meth points us to a powerful YouTube video about "jobs" here on his ERE blog.

10 Things Your Names Sourcer Won't Tell You

Dumb Little Man/Tips for Life blog points us at “Ten Things” we won’t be told and I noticed “10 Things Your Names Sourcer Won't Tell You” wasn’t listed so, to wit, forthwith!

1 “Good thing you need this like yesterday ‘cause it’s going to take me ‘til the cows come home to find these.”

A third party recruiter called a names sourcer asking if she could provide fifty names of “Silicon Geranium Engineers” pronto. He also mentioned that there “may only be a few hundred of these nation-wide”. Turns out when he sent her the job spec what she was supposed to be looking for were “silicone germanium engineers”. Big difference and it’s a good thing Google makes search suggestions.

These days expectations of delivery can be far removed from the reality of the search. “Wham, bam, wave your magic wand and call a sourcer” can only work if the hiring authority has his ducks all in an order and few ever do! When do the cows come home, anyway?


2 "Why didn’t you call me immediately?”

For years the primary reason for using a names sourcer was to get a fast jump on recruiting results. Nowadays, with all the new-fangled tools available, (LinkedIn, ZoomInfo, sourcing tutorials) everybody thinks they’re a names sourcer! More harm than good can be done by the uninitiated trying it “on their own”. Names sourcing is a subtle science with some Art mixed in and is best accomplished by a professional. Call one. There should be a price increase for research that’s already been attempted. A good names sourcer will not complain but he does expect to be called in on the early part of the search - NOT AFTER there’s a been a lot of damage done!


3 “I have more dissatisfied customers than satisfied.”

Pete called Susan and asked her to find forty “.net developers” working in the e-commerce space in the NY/NJ area. She delivered a “list of names” of everything from VPs of Research down to Administrative Assistants of engineering departments in every Tom Dick and Harry company in the metro area. “What am I supposed to do with these?” he wondered.

Ask your names sourcer for referrals. Be aware she’s only going to give you ones who she knows will speak highly of her. Do some research on your own. Googling her name (in quotes) may bring you all you need to know!


4 "Sure, I can do Financial Analysts – what’s a financial analyst?”

When Mary called John on a Financial Analyst search – the Financial Analyst needed to have quantitative methods experience in asset valuation and preferably would come out of one of the larger consulting firms – John assured her he could “do it - no problem!” When John delivered the goods three weeks later the results contained about 10% of what was asked for. Not all names sourcers specialize but the ones who do may be expected to know their space inside and out and on some searches that’s what’s required!


5 "Names sourcing’s a cinch. It's the exactitude you should be worried about."

If you think your names sourcing project will be tenderly nurtured, think again. Some names sourcers take on so many projects they scramble to meet delivery times. When they’re scrambling, things fall through the cracks; things like quality. Ask your names sourcer about her methodologies – what is it exactly she’s delivering and how does she do it? She should not have a problem explaining an overview of her methodology to you. Are these people “guaranteed” to be what/where she says they are? Is she delivering you a name and a vague title? You want exact titles. Is she delivering you contact information? At the very least you want the main number where the person is presently located. Does she bill you before she sends your results or after? You need to know. What is her expected delivery time? 1 – 2 weeks on fifty name jobs is not unreasonable, depending on the space you’re asking her to source into. How does she send the names to you? In what format? Asking her to custom format her results for you should probably cost extra.


6 “Personally, I think telephone sourcing is scary.”

Jim called Sally and asked her how she does what she does. At first she hesitated to answer, asking him warily back, “Why do you need to know?” He told her he was trying to understand what the results will consist of - will they be Telephone sourced? Internet sourced? Data base fished? All reasonable questions. She shot dodgily back that it was none of his business but she did everything “ethically”. Whoa, Nelly! Stop the presses! Why does she feel a need to say that? When pressed, she confessed that she only used the phone to “check” the names she found through Internet research – she further explained that it was her very strong feeling that “telephone sourcers were unethical”. “Can you do it?” he pressed. “Sure, it’s your dime,” she answered. He had his doubts, with good reason. Get to know your names sourcer and what makes her “tick”!


7 “I’ll send you a reasonable accounting of my time.”

Names sourcers are a curmudgeon bunch – once a good one is hard at work he loses track of time – if you see a bill that contains research that goes on for eighteen hours at a stretch it could be an honest accounting of the time he spent working on your project. Ask your names sourcing how he bills – is it by the hour or by the name? Rates vary – good names sourcers these days are commanding $100+ an hour and per name rates are in the $40-$50 range. Some are higher and be prepared to pay more for “needle in a haystack” searches. Telephone sourcers are receiving higher rates than Internet sourcers (on average).


8 "The key to my thriving practice? My expertise, of course, you silly fool!"

A good names sourcer is humbled by your question and knows her skill is a “practice” with a continuous learning curve. She understands the key to that thriving practice is you and she’ll strive to look after you like she does her first-born. While a referral is probably the best way to select a names sourcer, some people pick one simply because they receive an “ad” promoting a sourcing service. Know what it is these smorgasbord “sourcing services” are delivering – some are simply delivering Internet culled results and resumes off job boards. You can do that yourself – IF you have the time! If you don’t “have the time” sometimes even these results will get your job done.

So how best to assess a names sourcer? Ask the questions detailed above. Ask for a “sample” of her work – tell her you don’t mind if she changes names/numbers etc on a piece of past work so you can see her delivery formatting. DO NOT ask her to perform a FREE service sample on one of your “open” positions for you. It’s not fair.


9 "I haven't the foggiest idea what you’re talking about.”

Every names sourcing project has its own peculiarities and yours is no different. Expecting her to immediately be able to “talk the talk” on your bleeding need is asking too much (unless she’s a specialist and very few are). It may take her some time to come up to speed on what it is you’re requesting – be prepared to send her your job description, a list of target companies you want her to penetrate, any names you already “have” into the doomed subjects and any other special instructions that are important to you.
Good names sourcers don’t talk too much but they do ask a lot of questions.


10 "Our technology may be state of the art, but our industry regulations are still in the Dark Ages."

There really are no industry regulations for names sourcing so it’s important that you have a fundamental grasp on your names sourcer’s methodology. When things go terribly wrong there’s really no recourse for you – you have to hash it out with the Names Sourcer so understand completely what his expectations are and make a special effort to convey yours. There is no such thing as too much information in names sourcing. Help him help you.



Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.

LinkedIn or KnockedOut?

Poor International Sourcing Guru Jim Stroud – he has a LinkedIn technical problem posted on his blog.

Jim says:

LinkedIn,Congrats on your nomination! I am a long-time user and consider myself a friend to your company as I have blogged favorably about your product for quite some time. Today however, I have a complaint regarding your service.I have been having issues with my LinkedIn account for just over a week now. I can not send any inmails out and I have plenty. I submitted a few queries by email, but have yet to receive a satisfactory response from customer support or a resolution of the matter. In short, I am not feeling the love from customer support and am frustrated that all I can do is send an email to someone and wait… and wait… and wait for an answer that (seemingly) may never arrive. That screams to me, "Send us your money, but don’t bother us when something goes wrong." I have had no luck getting past the switchboard to a real live human being and I hear from my peers that I am not the only one grumbling about customer support (or the lack thereof). This concerns me because I value your service soooooo much. Okay, in the off chance that your company (or someone from your company) sees this post; allow me to lay out for you what I would like for myself and anyone else addicted to your service as I am .Fix my problem with the inmails (check the emails I sent you)Get a hot line set up so that I can talk to a real live human being the moment something goes wrong.Also, add an instant messenger option so that I can chat with tech support in case the phones are busy.While we’re at it, you may want to add a video demonstrating how to use your product. I think its pretty easy and intuitive, but there are some who may not. For those people, I have been referring them to Otis Collier’s free video. You might want to talk to him.Okay, had to get that off of my chest as I was feeling very irate about the issue. I hope to hear from your tech support soon (insert laugh here) and look forward to resolving my issue. -Jim Stroud

Looking at Jim’s solution suggestions I added one a’ my own – call them up. It’s simple, it’s direct, and it’s WAY MORE REWARDING than waiting for them to respond. With that in mind, I created a Handy Dandy Phone Sourcing Solution for Jim and anyone else who wants to use it. It follows:

I went to Hoover’s to get the down ‘n dirty:

LinkedIn Corporation
1840 Embarcadero Rd.
Palo Alto, CA 94303
650-687-3600
Fax: 650-687-0505
https://www.linkedin.com
Feeling a bit disconnected? LinkedIn wants to help. The company is an online business network designed to help professionals find jobs, people, and services providers. LinkedIn offers four premium services: LinkedIn Jobs, LinkedIn Services, LinkedIn Groups, and LinkedIn Business Accounts. The company has grown to reach more than 5 million users nationwide since its inception in 2003. Investors include Sequoia Capital, Greylock, Marc Andreessen (co-founder of Netscape and chairman of Opsware), Joe Kraus (co-founder of Excite), Josh Kopelman (founder of Half.com), and Peter Thiel (co-founder of PayPal).
Annual Sales (mil.) $3.0
Total Employees 24
Employees At This Location 24
Chairman; President, Products Reid Hoffman
VP and Chief of Staff Sarah Imbach
VP Business and Corporate Development Keith S. Rabois
VP Engineering Jean-Luc Vaillant
VP Marketing Konstantin Guericke
VP Product Strategy Allen Blue
VP Client Products Jaime Templeton
C hief Privacy Officer Duncan Work
Director Corporate Communications Kay Luo
Director Advertising David Hahn
Director Technology Yan Pujante
Director Operations Candy Mielke
Director Product Management Lucian Beebe
Director Sales Brendon Cassidy
Senior Technical Recruiter Hilary Taubman-Dye
Manager Corporate Development Steven Stegman
Senior Systems Architect Ian McNish
CEO Daniel T. H. (Dan) Nye Age 40

Then I looked at their telephone numbers and using one of my handy dandy stab-in tricks I dialed a little beyond it. I can tell you 650 687 3615 is a live body! So will probably be, 650 687 3601, ...3602 - 3616, 3617, etc. It seems they have 18 (of their 24?) employees listed at Hoover’s so I’d stick close to the 3600 when dialing!

Now, curiously, at LinkedIn, Linkedin has 138 people listed using “LinkedIn” in the company box (in my search) but I suspect many of them are “loose” affiliations and not actually employees but I did find a Customer Rep you might bother with your concerns, if you don’t choose to go straight to the top to one of the “Top Dogs” above!
HINT: Try the lowest numbers for the upper-most echelons.

Loretta Thomas Customer Support Liaison San Francisco

Poor thing, she’s about to get deluged. She’s there – I checked. You can get to her LIVE through the phone directory. She actually answers!

They also appear to have a customer support center in Omaha: that number (provided by someone at LinkedIn, again, first call) is: 402 452 2320 and wait! There’s more! The customer service number is 402 452 2529
People there listed on LinkedIn:
Angela Burleigh Customer Support
Sakessa Moss Customer Support
Rob McClenahan Customer Support Professional
William Conner Customer Support Professional Support@LinkedIn.com
Suzy Jackson Customer Support

;)

By the way the company’s NoCA “directory” spills with just ONE entry - pressing “2” for any names starting with A, B or C gives you about ten names, and some of them appear to be first names starting with A, B or C as well as last names starting with same. I think there's probably MORE than 24 people here, estimating these stats.

All this took about six minutes.

This is what LinkedIn can teach you. Linkedin has just been “KnockedOut”. Enjoy!

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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

Maureen Sharib
Telephone Names Sourcer and Trainer
513 899 9628

Learn how to

FREE the Sourcer In You!

Many people "secretly" want to approach Gatekeepers without risking anything. This is probably one reason why Internet searching and services like ZoomInfo appeal; they take the “risk” out of the daily encounter.

The problem with not wanting to risk anything is that it creates a mindset that leads to being average. Average doesn't create remarkable results. Average doesn’t put you out in front of the pack – it doesn’t give you the winning edge. What does do these things is RISK. Risk immediately communicates that you are different from the others; risk ratchets up the interest level. Everyone wants that “magic bullet” that will set them apart and guarantee that an “accident” won’t happen. Guess what?

It ain’t gonna happen!

Accidents happen. Risk is part of life. The trick here is NOT TO WORRY that you’ll hit the thin ice – you will occasionally and a dunk in the water is the small price we pay for success. The key here is to be sure of yourself in your approach and to understand that each time you approach the tarmac your wings may not be perfectly level. With practice your expert wings will come.

The point I’m trying to make here is to have fun doing what you’re doing. If you’re enjoying yourself she’ll hear it and it will appeal to her on some level that will translate into enhanced results for you. If you hit that rare Gatekeeper who nothing seems to work with, forget it! Get over it – move on! Develop the “nest” mentality – make that “next” call!

STOP taking things personally. Get over yourself. Move on! Remember, if you want to make a cake, you have to break a few eggs. The first fragile egg you have to break is your own ego.

Learn to laugh at your mistakes and move on. Remember what your objective is – to get her to cooperate with you so you may accomplish your mission. There are ways to do this and they’re not nearly as hard as you imagine. Many of them are contained in my MagicMethod series. Many of them we talk about in groups like these. The important thing for you to do is to take the information we bandy about so freely and use it. Don’t let it sit inside your ‘puter – trot out the tips and techniques we lather upon you and try them out. Make them a part of your routine and use them every single day. You’ll be pleasantly amazed!

“Use your gifts faithfully, and they shall be enlarged; practice what you know, and you shall attain to higher knowledge.” ~ Matthew Arnold


Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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

Maureen Sharib
Telephone Names Sourcer and Trainer
513 899 9628

Where is the real Magic?

There's Magic in the Method; just recently we have heard about the "magic behind the Big headlines"; and of course, we all know that Disney Puts the Magic in Recruiting.

But is it all magic? Josh Letourneau recently (well, sometime in the past three months) demonstrated his ability to read a dictionary and claims that magic is really just hocus-pocus where those who source are just pulling the wool over the eyes of the person on the other side of the phone. You know, rusing.

[don't get so bunched up - I actually like Josh]

So who really is the person putting the magic into sourcing and recruiting? Can anyone tell me? Someone needs to get credit for all their hard work.

Politics and Recruiting: Ooops, I forgot!

For ’08 Résumés, Don’t Ask Them to Fill in Blanks

As recruiters, what would you do if you discovered that a candidate had “altered” their experience by not including pertinent experience? From the article...

John Edwards ran for vice president and views himself as the promoter of anti-poverty – while he’s having a $400 haircut.

John McCain championed campaign finance overhaul (McCain-Feingold is apparently a bad thing to discuss around conservatives).

Hillary Rodham Clinton doesn’t mention her marital problems or her hubby’s impeachment issues.

Mitt Romney touts his experience as a governor but is reticent to mention the state in which he governed (pssst…that would be Massachusetts as in L-I-B-E-R-A-L). Hey, what “evil” politicians come from Massachusetts?

America’s Mayor, Rudy Giuliani has until very recently, been very quiet about his non-conservative view on abortion.

Barack Obama likes to sell himself as someone who doesn’t ascribe to “politics as usual” but isn’t he a Senator who votes politically?

More Gobbledeegoop from Google

Google to combine search types in unified search

"Universal Search means that standard Google searches will draw results from separate Google properties that target information about books, local information, images, news, and video."

Being Found

Do you want to give your career one of the best chances it could have in moving forward? The suggestions below will create a lot of “buzz” for you and may create some time issues as well as you deal with the increased attention these tactics will provide you.

I’m a telephone names sourcer and what this means is that people pay me to find people like you. That’s right - I get paid to locate people like you who are hard at work inside some company’s mortared (but chinked) walls, your head down to your desk, too consumed with your work-load to even think about another job. That is, until my customer calls you. And your first thought is, “How’d you get my name?”

You really want to know how I got your name?

I “got your name” because I took the time it took to find you. I called into your company and inquired as to what your name was. I didn’t know your name when I called but I knew you were in there somewhere. I knew there were people inside your company who held specific titles; I knew there were persons on the inside that performed specific job functions and one of those persons turned out to be you!

Don’t get me wrong – it’s not usually nearly as simple as I just made it sound (although sometimes it is!). The fact remains that there is an Industry out here that is tasked with nothing more than finding people like you. You’re highly valued for the very reason we exist – you’re hard to find. You haven’t left an electronic signature online that reveals your title, you haven’t posted or sent your resume anywhere, you haven’t attended some expensive and highly visible conference that just might list its’ attendees. You haven’t registered at your school’s alumni site, you’re not a contributor to any online groups; you don’t have a blog, you’re not a member of any “community” or organization.

You do what most people do – you get up everyday, put your clothes on and go to work. From there you get too busy to even think that there may be other “opportunities” out there beyond your own four walls you might become apprised with. You forget that you too should be keeping a “log” like your employer does on you – documenting the valuable daily contributions you make to your company’s success. You forget to polish your resume as the days turn into months that turn into years. You let your appearance slip – throughout the day your harried schedule shows on your face, in your hair, your loosened tie. You avoid public speaking engagements or writing an article or even making a suggestion because you’re “just too busy”. You never think about where you want to be in five years or even in six months. Life has got hold of you and is strangling your options. Break free and let it start with this one suggestion:

Make it easy to be found. Nowadays you have several options that will give your career far more opportunity than a lifetime of working inside a company’s fortressed four walls.

The first thing you should do (if you haven’t already) is join a “social” network like LinkedIn . Make no mistake about it, these online organizations are far more than “social” outlets – they’re career builders in hyper-drive for those who understand how to use them! Go there today and study it and sign up. When you do your profile, stick your email and telephone number in the body somewhere – make it easy for folks like me to find you! Hint: Some sourcers look for past company affiliations – be sure to fill out your profile AS COMPLETELY as you’re comfortable doing!

The next thing I hope you do is to leave me a message. When I’m cruising your company’s telephone directory, as so many of them instruct me to do, and you’re not going to be able to answer (as eight out of ten of you won’t), leave me a message that tells me who you are and what your title is. If you really want to contribute, leave another “reach” number (or email address – be sure to spell it out s-l-o-w-l-y!) for me to be able to get to you. The more info you leave on your Voice Message the better I am able to decipher things out. Check this thing every couple months for accuracy – things change and you want your current reach info current, don’t you?

Post something for goodness sakes! Most “sourcers” use the Internet (yes, even phone sourcers use the Internet to get a search “started”) so to broaden your exposure post something online – I don’t care where – just be sure to include your name, title, company affiliation and phone number (direct dials inside your company are always a boon!) and your cell number too if you’re really serious. We sourcers look for “messages” in the ether and sometimes what’s said speaks as loudly as what’s not said!

Read articles like these. Keep abreast of what challenges the hiring community is facing and arrange your tactics to address them. Understanding what makes recruiters “tick” is not a bad thing!

Answer your phone when it rings. It could be me calling. When I ask you who all the members of your group are – don’t ask me why I need to know – just tell me! This is how the game is played on your side. This is a field leveler, don’t you know?


Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.

Recruiting and Silicon Fabs in Las Vegas

I neither drink, smoke nor gamble...so what was I doing is Las Vegas last week? For one, as part of a very fine blogging panel created by Dave Mendoza at Kennedy's Recruiting2007 Conference. I left very impressed with Kennedy's people, particularly Anna "The Big Red Hugging Machine" Brekka, Laura "I may sound sweet but if you want access to the show you have to go through me" Tremblay, Jeannie "The RecruitingTrendMeister" Sturges, and R.D. "I've never met a caffeine drink I didn't like" Whitney.

Now I'll have a more detailed post later but what struck me most was not the city itself but how the semiconductor industry somehow missed Las Vegas as place to develop their newest fab. There's just so much silicon running amok in the city. Aside from the obvious question to me (why?) and I suppose the unfortunate answer (to improve their looks to men as a means for improving their own self esteem), I wonder why the Las Vegas Chamber of Commerce isn't selling the idea.

[to all those gasping, my point here is "why are some women compelled to do this to themselves? For men???]

Back to recruiting...

Anonymous Postings

There’s a discussion going on over on RecruitingBloggers about the attributes (or non) of Anonymous Posting. Polite conflict is simmering just beneath the surface over the subject of honest prose and author identification. An essay in the New York Times today offers some possible reflection on the subject.

“As soon as one writes,” Natalia Ginzburg says, “one miraculously ignores the current circumstances of one’s life, yet our happiness or misery leads us to write in a certain way. When we are happy, our imagination is more dominant. When miserable, the power of our memory takes over.”

Writing in the Dark
A thoughtful essay by David Grossman, NY Times May 13, 2007

Recruiting in Viva Las Vegas

When you attend recruiting conferences, do you bother to identify what other organizations are also holding their conferences? Right now, right next to Recruiting2007, is a massive kitchen and bath expo here and there are sales folks and product managers all over the place. Someone please recruit them!

Recruiting Needs Viagra

It’s not Viral Marketing these days that catches someone’s eye, it’s Viagra Marketing. Since it’s no longer taboo to advertise sexual performance issues, erectile dysfunction is no longer a big deal. Other industries have risen to the occasion to create ads that are part of Viagra-based marketing initiatives.

For instance, here in the NY area, TSC Direct goes after Geico with a Cure for Reptile Dysfunction – clearly a knock against Geico and their gecko. Now Sprint goes after AT&T/Cingular with ads bemoaning Connectile Dysfunction.

Can it be long before Recruitile Dysfunction ads start appearing in SHRM??? “Steve, I’m worried about our pace of filling open reqs – there’s no way we can keep it up like this forever.”

Seriously, in general, anything that is HR related is not historically associated with creativity. In the same way, I always read the emails that come in from the Nigerian spammers to see if I can glean from them anything I can use, I’m always looking to other functions to see if I can find some tidbits of genius that I can apply to recruiting.

Try it, you’ll like it!

Forget the Climbing Wall, Build a House

Seems as if the outback and golf courses are now losing to house building as the team building activity du jour. An article in today’s New York Times noted that organizations such as Habitat for Humanity and Impact 4 Good are currently receiving requests for house building from companies at a rate that is 50% over last year. The general consensus from the Executive Directors of these programs is that not only are younger employees looking for companies that give back to their communities but the reality of being a community-focused company is that it adds value to the brand.

I’d like to see recruiters do something similar: With all the national conferences we hold, you’d think that each one could be paired with a community give-back event like building a house. Thoughts?

Branding Begins at Birth

Man, is this just too funny…a couple profiled in the WSJ used Google to decide on a name for their first child, making sure the name would Google well. They wanted their “…son’s name to be as special as he is.” Sounds like OB/GYN-SEO to me.

According to my buddy Dave Opton and his fine folks at ExecuNet, a recent survey found that more than 80% of executive recruiters said they routinely use search engines to learn more about candidates.

So here you have it – branding begins at birth and not when you’re in a job search. Pretty soon recruiters will be scouring the web pages that parents put up for their newborns, searching for terms like “budding scientist” or “cried louder than any other baby in the delivery room” while also noting the occupations of parents (“I realize that your daughter is barely one week old but I noted you and your husband are computer programmers…are you aware of Google’s Neonatal Programming Camp?”).

Which brings me back to the parents who noted that “I gave up trying to find a one-of-a-kind name and decided that as long as he did not share the name with a serial killer, I would settle.” I just never realized that Google was so versatile.

Resume Lies and Stalkers

Read a Letter to the Editor in the WSJ this morning; the writer was arguing that the firing of Marilee Jones as Director of Admissions of MIT was unjustified. I must admit that once I push aside the Pollyannaish elements of the case – c’mon y’all, I’ve read thousands of resumes over the years and I can smell “stretching reality” a mile off - and focus on what she has accomplished since lied on her resume back in 1979, the point is a very good one.

Jones is viewed as an innovator and a tireless rational voice in the admissions debate. The letter writer offers that

“But if, after years of exemplary performance on the job, the employee is found to have initially lied, dismissal harms not only him or her, but the institution and all those who have and will benefit from such performance. Punishment short of dismissal, perhaps a public apology [did you see where a judge ordered a woman caught stealing from a Wal-Mart to stand in front of the store with an “I stole from Wal-Mart” sign affixed for and aft?] or a decrease in pay [obviously the writer of the letter is not an employment attorney], seems adequate.”

You know what? I’m pretty tired of the ambulance chasers and lust-for-blood people calling for a public lynching every time someone gets caught for something done years ago. These PDAs – public displays of anger – by the mobs do little, if anything, to prevent these types of behaviors from occurring again. It would be better to let the Director of Admission stay on and become a new voice; let the CEO of Radio Shack take the flack of lying on his resume and as penance, work with community leaders to develop new job programs at the company.

But no, the folks who can do the most are loudly paraded away while the pseudo-ethicists crow a bit louder for a few days or weeks and then head off to the corn fields looking for their next person on which to prey. It doesn’t matter who it is just as long as they’re easy targets.

As the letter writer says, “Redemption and forgiveness should not be dirty words, and both the corporate and academic worlds would benefit if they were used more often.”

Faking Employment

The Fed’s DOL April numbers are an absolute farce. Newsflash! Did you know that the 317,000 new jobs are not real? That they are based on business birth and death statistics for companies the BLS cannot actually survey with April historically showing gains irrespective of who is in the White House? And did you know that the BLS’ monthly report showed just 88,000 new positions – the jobs they can measure?

150,000 per month are required to satisfy the needs of our growing population.

New math time: 150,000 minus 88,000 equals Holy S%#t!

How can someone trust the DOL and all its appendages if they’re constantly playing with smoke and mirrors and not reality?

Arrest the NYPD for Bad Recruiting

From the highly esteemed New York Post this morning (5/8/2007) came the following headline this morning: “Recruit Shortfall makes NYPD Blue”

Not surprising – if you ever saw how the NYPD recruits; according to NYPD Commissioner Ray Kelly, they “will not get anywhere close” to meeting their recruiting goals for 2008. Naturally, he blames the paltry $25K starting salary as the primary reason for missing the hiring metric.

In many respects, the reasons for the shortfall are similar to those experienced by the Fed in their recruiting of soldiers. Archaic recruiting methodologies, recruiting leaders whose feet are so off the pavement that they have NO IDEA what’s taking place on the frontline (sound familiar?), poor systems (for example, employee referral bonuses are not in place), and insufficient career development programs ensure that they’ll continue to miss their goals.

As I’ve written about often about military recruiters, talk to your local police and ask them how they recruit.

"Qualified Referral" or "Potential Candidate"?

This thing we do, this product we provide, “sourced names” – the process surrounding it - seems to have a whole bunch of angst accompanying it in the recruiting community as to what cranny to assign it to. There’s a contingency calling for definitions and there’s a mighty struggle beginning to evolve over on Sourcers Unleashed about it.

I don't care what you call it as long as you recognize the amount of great time it takes to "dig out" these individuals and the great value they represent on the front end of any search. This is what gets overlooked in the general melee of a staffing organization – and because "sourcers" and "researchers" are usually "quiet" folk by nature many of them "go along" with the program that's usually created by some Director level who doesn't "get" what it is a sourcer/researcher does and how they do it. They don't get what
makes a sourcer "tick" and it is this general forgetfulness in the respect afforded a sourcing organization that causes so many of the breakdowns in functioning we are hearing about today.

To refer back to the real estate industry and the role of a great lister: A great lister is rare, he doesn't even have to "sell" - that function will naturally be taken care of by the greater horde of agents that don't "get" how to list. That old adage I mentioned earlier, "You can't sell it if it's not on the shelf" is SO TRUE. A listing agent's percentage is usually as great or greater than a selling agent's commission and many times in an office you will see the income of a great lister far outstrip the earnings of the selling agents.

We have a model that is viewed as turned on its head by most staffing organizations only because most staffing organizations really don't get what it is a sourcer brings to the table. That is the critical reason the Sourcers Unleashed and the ASK Maureen groups were formed and is the driving force behind my involvement in getting the word out about sourcing. I think my comrades-in-arms (Shally, Glenn, Barbara and Jim) feel this way as well. A long time ago we used to refer to sourcing as the "red-headed stepchild", beatings applied regularly though needed or not. Today it is slowly gaining the respect that many first-born children born into large families teem with – the recognition of the Type A personality and what it can bring to the drive component of an organization.

As Shally's call for specialization just reminded, focusing on the talents and skill sets of the individuals in an organization is critically important in staffing, just as it is in any department. Sourcing/research brings a wild value to an organization and it's way past time it be accorded the respect it deserves.

“No one understands that you have given everything. You must give more.” ~ Antonio Porchia, Voces, 1943, translated from Spanish by W.S. Merwin

Watch for the upcoming first release of the “Book of Scripticals” – actual telephone names sourcing scripts that WORK!

It took 3.6 million years to make a Project Manager. You have until Wednesday to find him. Call us.

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.
www.techtrak.com/magicmethod/magicmethod